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Executive summary business process reengineering
The effects of organizational restructuring on employee performance
The effects of organizational restructuring on employee performance
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Recommended: Executive summary business process reengineering
Who,What and when?
Organisational reengineering is the systematic starting over and reinventing the way a firm, or a business process, gets its work done. -Michael Hammer and James Champy
Michael Hammer and James Champy introduced the term business process reengineering which is also known as organisational reengineering in the early 1990s. Hammer and Champy published a book “Reengineering the corporation” which gave the world an introduction to reengineering. In 1990 Michael hammer’s article “Reengineering work: Don’t automate, Obliterate” which was published in Harvard business review was a major par in how reengineering came into the business world.
This definition given by Michael Hammer and James Champy tells us in simple words what the
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By changing the processes in the system we can see the improvements In an organizations which led to profitability and sustainability.
Business Re-organization: reengineering as business reorganization this can be done by changing the top level managers and by re shuffling or re organizing how the organization functions on the whole. This solely is related to the structure of the organization. This also tells us that restructuring the organization is a part of
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The will be the reasons why an organization will need reengineering.
How?
Given below are steps taken for an organisation by which the reengineering process is done:
Frame the Project: First and foremost step in the business process reengineering is to frame the project. Deciding what to be reengineered is key to this. Is it the process? Is it the design? Or is it the organizational structure? Or its lack in innovation and technologies. After this decision being made we move to the next step.
Create the vision, Values and goals: After selecting what part of the organization has to be reengineered our next step would be to create vision amongst everyone in the organization including customers in need be. Having a set goal and everyone moving in the right direction to achieve it.
Redesign the business operation: After having set a goal achieving it using the right tools is essential,
This can be done by redesigning how the business process in an organization is. This is a important step in the reengineering of an
The IT department needs to collaborate with the business to better understand how organization changes impact applications and systems. Moreover, IT needs to strengthen the IT-business alignment to stay abreast of future changes. One methodology that may assist here is business architecture, a blueprint of the business that supports aligning strategic objectives and tactical demands. 7. There are limits to customer-centric responsiveness.
Bjerke, Juel M. "Week 2 Lecture Notes - Achieving Business Process Excellence and Process Re-engineering." MFGO 601 - The Globally Integrated Manufacturing Company. 2 Nov. 2011.
Changing situations throughout the world affect all organizations in business today. Therefore, most organizations acknowledge the need to experience change and transformation in order to survive. The key challenges companies face are due to the advancements in technology, the social environment caused by globalization, the pace of competition, and the demands regarding customer expectations. It is difficult to overcome the obstacles involved with change despite all the articles, books, and publications devoted to the topic. People are naturally resistant to fundamental changes and often intimidated by the process; the old traditional patterns and methods are no longer effective.
In addition to Kotter and Lewin there are other change models, including Business Process Reengineering (BPR). BPR focuses on the improvement of particular processes within a company in order to create a more efficient, less costly, and overall more effective structure for a business (Pellicelli, Meo, and Cioffi, 2012). BPR holds a strong top-down approach, relying on leadership to assess and review current processes, as they relate to cost, effectiveness, and ultimately how the customer receives the service or product the firm provides (Pellicelli et all., 2012). The model imperatively asserts that leadership be skilled and observant, while the process is ongoing, that the flow of information is constant, and that change be results driven
Reorganization of people- required to retrain people and check on their capabilities to perform the work (Cross training and flexible workforce are critical components in the organization to meet the complexity of the products)
Monitor and adjust strategies in response to problems in the revitalization process. Every firm has to know how to continually monitor its behavior, in order to be able to learn how to learn.
Remove barriers: If follow these steps and reach this point in the change process, and will discuss the vision and build the support of all levels of the organization. The Organization shall review the organizational structure, job descriptions, compensation and performance systems to ensure they are in line with this vision. Create urgency for change to occur, it is useful if the whole society really wants. Develop a sense of urgency about the need for change. This can help the company Alphabet Games spark of motivation to get things moving. It will help to identify potential threats, and develop scenarios showing what could happen in the future. It also examines
When organizational change proves necessary, all people at all levels of the organization should address change as a “how,” “what,” and “why” problem in order for the change to be sustained over time.
Reasons for change can be down to adopting new corporate strategies, structures, process and technology to assist organisations handle internal and external environmental conditions effectively (Goksoy, 2015). However, merely adopting change cannot drastically drive through change so organisations need to go through reconstructive change to realign the organisations objectives (Green, 2007). Although change can be introduced in these drastic fashions it can also be emergent within an organisation due
The idea of change is the most constant factor in business today and organisational change therefore plays a crucial role in this highly dynamic environment. It is defined as a company that is going through a transformation and is in a progressive step towards improving their existing capabilities. Organisational change is important as managers need to continue to commit and deliver today but must also think of changes that lie ahead tomorrow. This is a difficult task because management systems are design, and people are rewarded for stability. These two main factors will be discussed with reasons as to why organisational change is necessary for survival, but on the other hand why it is difficult to accomplish.
Robbins et al. (2011, p. 186), states ‘Change is an organizational reality and affects every part of a manager’s job’. Today’s wave of change primarily created by economic condition so change is now such a constant feature of organization life (Goodman, E. 2011, p.243). Organizations need to be changed at one point or another in structure, technology or people. These changes are defined as organizational change (Robbins et al. 2011, p.18). Organizational change is important because changes can increase effectiveness and efficiency, the innovation of products, services as well as dealing with changes in external and internal forces (Goodman, E. 2011, p.243). However, ‘the bottom line is that organizational change is difficult because management systems are design and people are rewarded for stability’ (Lawler, E.E. & Worley, C.G. 2006, p.11).
I will begin this paper by reciting some of the definitions that I did find.
The revitalization means a change in the creativity and responsibility of individuals. Briefly, it can be defined as a change in human behavior. As a matter of fact, the changes within the companies are very difficult, precisely because they deal with people, their values, attitudes and forms of behavior, all of which are deeply rooted in its nature. Therefore, it is common that employees do not become aware of the need for change, or resist it, because of the impact on their lives.
The world is constantly changing in many different ways. Whether it is technological or cultural change is present and inevitable. Organizations are not exempt from change. As a matter of fact, organizations have to change with the world and society in order to be successful. Organizations have to constantly incorporate change in order to have a competitive advantage and satisfy their customers. Organizations use change in order to learn and grow. However, change is not something that can happen in an organization overnight. It has to be thought through and planned. The General Model of Planned Change focuses on what processes are used by the organization to implement change. In the General Model of Planned Change, four steps are used in order to complete the process of change. Entering and Contracting, Diagnosing, Planning and Implementing, and Evaluating and Institutionalizing are the four steps used in order to complete the process of change in an organization. The diagnostic process is one of the most important activities in OD(Cummings, 2009, p. 30).