Organization Alignment: Case Studies
Business Challenge 1A traditional bricks and mortar retailer added a dotcom business to the portfolio when it launched its’ website. To support this burgeoning business the organization recognized the need to restructure to integrate with functions, systems and processes already in place, such as marketing and inventory, in the parent organization.
The strategy, vision and goals were reviewed along with the talent and current organizational structure. A matrix environment was determined to be the most effective organization design to support the complimentary objectives of the bricks and mortar and dotcom divisions. The transition to operating in a matrix environment involved changes in roles, responsibilities, leadership, decision making and accountability.
The optimal organization structure allowed the fledgling dotcom business to leverage the established organization’s processes, relationships and talent resulting in success much earlier than would have been possible in a traditional organization structure.
Business Challenge 2The events of 9/11 created tremendous turmoil in the airline industry resulting in the adoption of operational and procedural changes. Uncomfortable with the uncertainty of a changing work environment, employee morale at a major airline plummeted causing concern about retention.
Utilizing an Appreciative Inquiry (AI) approach, employees were interviewed to identify positive aspects of the organization, the work environment and the industry. Strategies to maximize and proliferate these positive aspects were then developed and implemented.
A survey administered one month after the employee interviews showed a positive trend attributed to employee involvement through the interview process. A second survey, conducted six months later, reflected an increase in employee morale which was supported by a stabilization of the retention rate.
Business Challenge 3Business leaders in Singapore routinely turned to the Singapore Institute of Management to provide expertise on ways to improve business performance. The Institute became aware of the discipline of Organization Development, largely influenced and developed in the West, and sought a resource to share knowledge and expertise on the topic with local business leaders.
With nearly 20 years of experience, one of the founding partners of ROI Consulting and Implementation was invited to conduct a seminar on the use of Organization Development practices to positively impact the bottom line. Many of the Western concepts had to be tailored to meet the unique differences found in the Singaporean culture.
Not only did local Singaporean business leaders receive useful information to help them identify new ways to impact their organizations, but the information was delivered in a culturally appropriate way. An understanding of the cultural landscape and characteristics of the Singaporean culture allowed the information to be presented in a way that enhanced the audience’s ability to successfully apply it.
Business Challenge 4With the movement toward a more capitalistic economy and shift from the promise of lifetime employment, employers in the People’s Republic of China began facing the issue of employee retention for the first time. In response to this concern, partners of a Chinese law firm located in Shenyang, China sought help to determine and develop an appropriate solution.
Working in conjunction with partners in the law firm, a model was developed to calculate the appropriate distribution of compensation between associates and partners in order to reduce turnover. Additionally, the career path from associate attorney to partner was defined and communicated. The organization was also redesigned and a structure was implemented to support future growth.
Employee retention remains stable and recruitment efforts have been successful largely due to equitable compensation and clarity of career path. These two factors combine to increase organizational capacity leading to growth of the firm.