复杂的组织如何在成功重组的同时改进产品和能力的交付?

Muma Business Review Pub Date : 2019-11-16 DOI:10.28945/4456
Denise A Breckon, Patty LePage, Allyson Oliver Jones, John Onyeaku, Remedious Bernadine Douglas
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引用次数: 0

摘要

一个大型复杂的政府组织正在计划对其组织进行重组,从混合矩阵或能力一致的团队结构转变为更加主导的任务一致的结构。这种重组有可能引发员工流失带来的组织问题,包括员工敬业度的降低以及产品交付的减少。本研究的目的是系统地收集和审查组织重组计划中员工敬业度和保留度的证据。另一个目的是定义领导风格如何影响组织成功重组的能力,同时也提高了正在进行的产品的效率和有效性。采用四种快速证据评估方法进行分析,然后进行综合系统回顾,分析有关研究问题的现有学术文献。组织问题是通过权变理论的视角来看待的,权变理论关注的是最适合组织的结构,取决于其内部和外部环境。通过复杂的重组,组织可以与内部任务以及外部环境中的客户保持一致。对文学的专题分析揭示了几个主题;工作资源、领导风格、团队创新、培训、内外环境因素、员工敬业度、开放式沟通、组织诊断。通过有效的领导风格、培训和工作资源的实施,本研究支持了成功重组的概念。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
How can Complex Organizations Engage in a Successful Restructuring while Simultaneously Improving the Delivery of Products and Capabilities?
A large complex government organization is planning a restructure of their organization from a hybrid matrix or competency-aligned team structure to a more dominant mission-aligned structure. This restructure has the potential to spur organizational problems from employee churn, including a decrease in employee engagement as well as detract from product delivery. The purpose of this study is to systematically gather and review evidence on employee engagement and retention during organizational restructuring initiatives. Another purpose is to define how leadership style can impact the organization’s ability to successfully restructure while also improving the efficiency and effectiveness of the ongoing products. An analysis was carried out using four rapid evidence assessments and then a combined systematic review to analyze existing scholarly literature on the research question. The organizational problem was viewed through the lens of the contingency theory, which focuses on the structure best suited to the organization, contingent on its internal and external environments. With a complex reorganization, an organization can align with their internal mission, as well as their customers in the external environment. A thematic analysis of the literature revealed several themes; job resources, leadership styles, team innovation, training, external and internal environmental factors, employee engagement, open communication, and organizational diagnosis. This study supports the notion that a successful reorganization can be implemented through the support of an effective leadership style, training, and the implementation of job resources.
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