This paper will discuss being a new manager for an organization that is struggling with outdated products and interpersonal unfriendly communication to add to the problems of the organization the financial resources are limited. This paper will discuss a management structure that can turn the organization around and make it profitable by offering a plan for changing the organizational structure by retraining employees, tasks, processes and functions. This paper will also address which steps should be taken to achieve a turnaround in organizational structure from old to new.First and foremost one must consider what new policies must be written and implement them immediately in order to ensure the smoothest transition possible. It would be nearly impossible for a new manager that is not familiar with the organization to come in and make a smooth transition without completely reorganizing a good solid plan of action. Changes are obviously needed to turnaround the outdated product line, unfriendly conversation and the revenues for the organization. A good manager who can plan, organize, lead and control can make all the difference in the world to achieve optimum results in an organization structure.

A step by step plan will help aid in the transition for the old to the new with new policies that will be effective immediately while explaining to employees the plan for the changes and allow them to ask questions. (Duggan, 2010). Inviting employee interaction with the decision process whenever possible will ensure everyone is on the same page with the changes. The strategic “New” organizational structure will be the foundation in determining the vision of the new organizational structure. (McCoy, 2009). The first step is to get an overview of what is working now within the organization and making the changes where it is lacking in control.Designing new departments or divisions will affect the organizational design. Align all programs and committees to establish the vision for the new organizational structure.

Empower employees with the tools to initiate changes, by allowing employees to play a part you will have a more successful vision for the future of the organization and its current problems. (Duggan, 2010). To achieve this reorganization of who the employee will report to would be an asset to any organization looking to reconstruct its new organizational structure. It is ecessary to align employees accordingly to their skills and retrain where needed. The need for improvement will keep the tasks at hand that need to be followed through on.

Keeping the departments or divisions updated on changes by supplying reliable information such as technology, processes, equipment needed and materials need to be considered. If no obstacles are evident where the improvements can be made will ensure implementation of the new structure and operations must be monitored to control the direction of the changes. Everyone involved must be kept up with changes and updates for a smooth transition.Another consideration is to allow enough time for the changes to take place.

(Duggan, 2009). Employees will need time to let go of old practices while educating them of the new practice in turn take time to learn. According to Duggan working with new people in new departments and locations need a period of adjustment. We all need to learn from our experiences so that new experiences can be identified. Tasks will be divided up between departments for specific jobs and monitored to enable communication stays open and the direction of the new plan stays on track.Three elements come into play when job simplification is reduced in tasks performed which will in turn lower boredom among the employees. Job enlargement increases the tasks performed furthermore, job enrichment would increase accountability to workers that would be performing these tasks.

By increasing employee involvement could serve as a solution in the interpersonal unfriendliness. Review the tasks each department or division in the organizational structure will result in diversity of labor among employees so that it is more efficient and effective. During the process and functional


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