Perhaps it is because I have worked for so long in the government that I think we need to eliminate as many of them as possible. Obviously not the good employees, but I have seen first-hand how we leave people in positions for too long, or even worse we promote them to get them out of everyone’s hair. My organization has something called a performance improve plan (PIP) that subpar employees are given to improve their performance. This seems like a good thing on the surface, but the process itself is broken. The only thing an employee must do to get off the PIP is to show marginal improvement. I am not in favor of randomly firing employees, but one of the biggest complaints we hear from junior employees is that there is no accountability for subpar performance. This is not due to a lack of training or preparedness, but apathy among the workforce that has receached a point in their careers where they cannot be fired.
The one constant in life is change, and that philosophy can apply to organizations as well. Many people might view ‘change’ in a negative manner, but it can also be looked at as an opportunity for growth and innovation. Daft (2015) notes the elements for successful change consist of “needs, ideas, adoption decision, implementation strategy, and resources” (p. 428). The elements instantly reminded me of the Plan Do Study Act Model which is a change management model used to assist organizations in improving efficiency and quality. Essentially, it is about figuring out what is not working and devising a plan of action to improve the process (Peter & Paul, 2015).
Additionally, these elements relate to organizational change by deciding the best structure to fit the needs of the company such as adopting a top-down approach to leading or a bottom-up approach. Furthermore, with the changes, the climate and culture will also be impacted which must be considered as well.
Daft, R. L. (2015). Organization theory and design (12th ed.) Mason, OH: South-Western, Cengage Learning
Peter, D., & Paul, K. (2015). Use the PDSA model for effective change management. Education For Primary Care, 26(4), 279-281.