Design practices are central in the daily operations of any enterprise. Design actions refer to ordering various structures of the firm to conform to a number of aspects within and outside the organization. There are a number of reasons for design practices that the management of these enterprises should effectively identify. Initially, through design practices, structures and various resources of the entity are streamlined for the attainment of a common goal. The sole goals of the business will therefore be easily and effectively achieved through the design programs. Secondly, changes in the industry and within the company can also result into the need for design programs. In this aspect, the design activities will help to maintain the relevancy of business operations within a certain domain. Among the changes that can influence these options include introduction of new regulations and general changes in the preference and tastes of customers. Owing to the critical role of design actions in the business, there is needed to involve a lot of expertise in the process (Zimmerer, 2013). This will help in curbing possible structural and operational mistakes that could ion key functions of the business. Proper selection of the required design programs will therefore be integral in influencing the resulting success of the organization. In addition to organization design, training programs will also help in improving the overall performance of the organization. New employees to the firm should be inducted into their expected operation lines in order to curb possible irrelevancy in their actions. The choice of these training practices to be adopted should also be properly selected so as to meet the exact need of employees. The paper will majorly focus on design practices in an organization besides elucidating key aspects to consider when adopting training practices.
Before adopting design process, there is need for the management to take into keen consideration an array of factors that influences the general operations of the firm. Initially, market analysis will be very pertinent in these design process. Market analysis basically entails a thorough study into various market factors in regard to customers. The design program to be assumed should aim at improving the level of satisfaction of the customers. Customers’ aspects such as preferences and tastes should be properly mastered. Thereafter, appropriate structures that will see realization of these demands should be integrated into the operations of the firm. Secondly, industry analysis should also be taken into keen consideration. This involves aspects that are controlled by the industry of operation. In certain instances, the industry may be having certain regulations that all firms must consider in their practices. The executive should identify these possible regulations so as to avoid anomalies that risks jeopardizing procedures of the firm. The level of completion is also an industrial factor that should be assumed when designing operations and structures of the firm. The design to be realized should aim at allowing the firm a competitive advantage within the industry. Among the options that can be considered in this case involves installation of superior technological appliances that allows for more efficiency in key operations of the firm.
Before embarking on the actual design process, the need of to integrate the needs of employees and other stakeholders of the firm should be given keen consideration. Through this, the adoptions to be implemented will effectively solve the existing challenges within the organization. Identification of the needs of the members of the organization can be achieved through an array of measures. Involvement of employees into key decision process will allow members of the institution to freely share various pertinent issues affecting them. The involvement option will efficiently allow for the organization to solve issues affecting members of the organization through integration into the design processes (Zimmerer, 2013) In cases of conducting training programs for various individuals in the organization, there will be need to consider performance appraisal. Performance appraisal involves analyzing the level of performance realized for individual employees against the pre-established goals. In some cases, performance appraisal will also entail comparing individual attained results across various departments. The technique will allow for the training programs to be offered to be tailored to meet specific needs of employees. Extensive analysis into the skills of every employee will be central in placing individuals to respective positions. Ethical employment practices advocates for assigning individuals tasks that they are trained to undertake. The policy will result into realization of the desired results owing to specialization.
There is certain critical need that the organization should take into consideration in the course of the design. Employees are central in the performance of the firm as their directly involve in various operations. As a result of this, employees’ needs elating to working conditions, remuneration plans, promotional programs besides other needs should be effectively solved (Zimmerer, 2013). The structure to be adopted should allow for proper remuneration policies. Apart from the basic salaries, various allowances should be allowed for employees in order to motivate them in their activities. This can be introduced through motivational tokens and appreciation token. In terms of the working environment, improvement plans should be established to help curb possible cases of dilapidated situations within the organization. An instrumental factor in this case includes the level of technologies to be used in the day to day operations. Technologies to be adopted should be those that allow for efficiency to the users and not unnecessary strain (Worren, 2012). Full adoption of these operational aspects will considerably improve the performance in the organization.
Secondly, another set of needs that should be considered is that of the customers. Customers are the main source of finance to the organization hence the need to reflect their needs in the design of the firm. Diversification of the commodities offered to the customers is a technique that will allow customers a wide range for selection (Kesler & Kates, 2011). Diversification plan will maximize the satisfaction levels of customers that will eventually influence the loyalty of customers to the organization. Exact needs of customers can be attained through extensive market research that can be achieved through sales persons.
A number of challenges are often associated with the task of ensuring organizational design. Firstly, retrogressive ideas among executive members of these organizations in most cases have compromised design tasks. The desire by certain members of organization to maintain their status quo despite low performance of the firms is a major challenge. Owing to the high and powerful positions held by these personalities, the process of ensuring organization design is in most cases compromised. Financial challenge is also a major challenge in case of large organizations. The process of restructuring firms that have developed in various countries and having high number of employees is often a major challenge financially (Stanford, 2007).
The redesign process targets eliminating certain key problems within the organization. Bureaucracy is common menace that delays operations in most organizations. This problem is characterized by low decision making process that slows the overall performance of the organization. In bid to curb this problem, the redesign process aims at introducing a number of techniques that will eliminate these structures at every operational level of the firm. Low performance within the industry is another problem that the redesign process will target. Actions such training programs will assist in improving the overall production levels hence increasing the competitiveness of the firm in the industry.
In order to effectively achieve the redesign plan, the team shall adopt division of tasks in line with the various tasks to be achieved. Every organizational department will be assigned a specific number of members of the team. Through this, timely realization of the desired structure of the firm will be ensured. In addition, the team will adopt the strategy of involving members of the targeted organization into the plan (Kakabadse & Vinnicombe, 2004).This involvement technique will allow for full cooperation from members of the firm hence speeding up the redesign process.
In order to achieve togetherness in the operation, the design team will adopt a number of goals that will guide every member of the team. Constant consultation among the members wills also unity of direct. The spirit of unity of purpose will also help in achieving unity among all the members of the team. Another source of unity will be stable leadership of the team that apart from offering guidance will be a symbol of unity.
Kakabadse, A., Bank, J., & Vinnicombe, S. (2004). Working in organisations. Burlington, Vt: Gower.
Kesler, G., & Kates, A. (2011). Leading organization design: How to make organization design decisions to drive the results you want. San Francisco, CA: Jossey-Bass.
Stanford, N. (2007). Guide to organisation design: Creating high-performing and adaptable enterprises. London: Economist.
Worren, N. A. M. (2012). Organisation design: Re-defining complex systems. Harlow, England: Pearson.
Zimmerer, C. (2013). Organisation design in international business. S.l.: Grin Verlag.