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Reinventing Organizations - Self Management - Pro's and Con's -…
Reinventing Organizations - Self Management - Pro's and Con's - one person perspective
Organizational Structure
Self Organizing Teams-No P&L Responsiblity
Covering several issues, not management
Management hinders creativity and innovation
Empowerment of staff allows them to embrace participation as everyone feel part of the solution
The group can deside how best to proceed
Will a group move forward with no clearly idenfied expected result? Move forward to what?
See the work that needs to be done and does it.
Individuals want to contribute do not need to be told what to do
Do all employees bring the same skill sets
Do all employees like to work in groups? Are there certain professions that allow individual works to succeed.
Are certain skill sets valued differently? For example, does someone who enjoyes presenting information provide more value?
What does contribution mean
Real results or talk
Cohorts Approach to Mentoring Positives effort could depend on who is leading
Clearly definded roles with SMART goals that can be tracked
If tasks are not completed, what are root causes. Are there consequences?
Functional Organizational Charts
What are your key responsiblies
Do you know if you are meeting the requirements of the role
Are clearly defined responsiblies allow change to happen?
What are others responsible for
Eliminates back stabbing when you cannot guess what others should be doing.
Many coworkers are nice in group settings but when allowed to provide feedback without others in the room that is not always the case
Saving time and resources eliminating duplicative work
In performance evaluations one of the greatest areas of concern is not knowing exactly what they are responsible for.
Projects
Plans. budgets, gant charts, project management
Provide clear limits of work and resources
Reportable "SMART" goals
Individual who like to see if they are accomplishing things may want success attached to committed goals.
People are self starters - no project management
People are not the same. Each person has different work ethics and expectations of themselves.
How does the group measure success? How does one take into account time. If one person has 6 weeks to committe to a project and the other has 6 months. How can they still work together?
Complexity/Control/Oversight
Reduces costly errors
Re work is limited as project is completed the first time
May hinder innovation and strategic thinking
No budget or limited view of budget
Can a project be effiecent when no budget is in place
Considerable risk for cost overrun
Has a project existed with no budget? I have not seen it.
Budget does not need to be exact, can be a range of cost to allow creative thinking.
Need for Project Management
Clearly defined roles and follow-up
Indepedent oversight of work to ensure fairness of projects
Decision Making
Decentalized
Independent thought and action -
Speed of completion
Allows everyone to contribute to areas they feel best suited to complete
Innovation
Allows projects to move into areas one would have not typically known
Enhanced participation of group.
All voices are heard, not just the loudest
Project management eliminated
Risk of non completion since no one is truely accountable
Pyramid - any decision can be invalidated
Chain of command - decision ability may be impacted cost to implement or other departments impacted
Large projects almost always demand a vetting process
Example: IT services for a company can become very fragmented if not coordinated. This may be the value of Epic electronic record, it is all under one spot. Whould this happen if individuals choose only what they needed?
Legal and compliance risk minimzed due to decision tracking and process
Is account ablity and reponsiblity the same thing in centralized decision process
Potential delay in project due to time required to gain needed decisions.
Community based decisions may encourage collaboration if they feel they are part of the solution. _Gone for Good is having that result.
Clear expecatations of timeline do allow faster responses. If they do not respond the understanding is the project can still move forward.
Conflict Resolution
How is it best resolved? With the input of outsiders who have a neutral prespective of the issue.
An arbitrator takes into account all of the information and the issues a decision.
What is the impact of delays due to time it takes to resolve issues.
Can a group be self governing to resolve conflicts
Without a clearly defined end goal are conflicts reduced? Does the elimination of set goal reduce the risk of confilcits.
If the group is experienced, they will be able to work through conflicts in a constructive manner
What is the greatest risk to a groups sustainability?
Not everyone is committed to the same goal with the same passion
Do personalities play a part in conflict resolution
Are extroverts able to command more enfluence in a group setting?
Should conflict resoultion pratices be established at the beginning of project or when the first one arrises?
Establishing clear guidelines and awareness to respect other peoples opinions
Does setting expectation with boundries restrict freedom of thought?
Should conflict be avoided at all costs
Conflict can make a stronger case in the face of adversity
If one never faces conflict how can one truely grow
If no conflict, not passion does one really care?
Performance Management
Individual Focus
Established by superior
Delegation of work determined by skill set, experience or educational background
Previous work taken into account to determine level of future responsiblity.
Performance based
Graded on what is completed
Team Performance
Peer Based Evaluation
How is this accomplished?
Independent feedback tools- 360 evaluations. Are they fair, do they provide needed feedback
Group discussion?
If project is complete is feedback needed? Or should one just move on? What is the meaningful value of feedback?
Without data how does one know they are improving?
What are the expected results? Finanical based or quality of service