Re-Imagine the Human Construct in Your People Orientation Style Based on the Conceptual Inputs

RE-IMAGINE THE HUMAN CONSTRUCT IN YOUR PEOPLE ORIENTATION STYLE BASED ON THE

CONCEPTUAL INPUTS.

I wanted to write my views on how I might re-construct my organization based on things I have learnt in

the class if given a position in senior management. I currently work in a Customer service profile in an

automobile organization with two manufacturing units and 6 regional offices.

Restructuring of organization:

1. Task:

 Though KPIs are drilled down from global to local to regional levels, the roles and

responsibilities of reporting managers of mid-level managers aren’t clear enough.

 This is a common problem observed in both IT and manufacturing sectors where team

leads & floor managers perform the same role as that of their superiors.

 Though the roles, responsibilities are defined clearly, superiors tend to pass on their job

responsibilities to sub ordinates. This is common across industries and the culture has

been carried on for decades.

 The only way to break this is to question the tasks performed by individuals and

evaluating them based on their contribution. Importance should be given to tasks rather

than results.

 Rather than evaluating people based on KPIs which is a collective effort of entire team,

individual tasks carried out by an individual should be given more weightage.

 This will create more accountability to the structure. “Structures lead to culture, culture

incarnates structure” can be assured by doing the above.

2. Touchpoints:

 I believe the entire ecosystem should be considered while considering developing an

organization structure.

 In the current digital age where networking is so strong, even people who haven’t

purchased the product becomes touch point when they comment on the product or

service

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