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Restructuring Process Summary

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RESTRUCTURING - SUMMARY
The chapter begins with caution about the negative effects of restructuring process, as the organizations have handled restructuring as an answer to any operational issues – which is strictly not the right reason for restructuring an organization. The chapter also broadly explains the reasons for restructuring, the restructuring process as a whole and how to enable teams to address the organizational change (Also takes a deeper dive into the special case of redundancy and how to tackle it)!
Currently organizations go through this restructuring for the following main reasons: market conditions (downsizing / cost-cutting), Drive for internal improvements (Efficiency / de-centralization), strategy implementation (M&A / …show more content…

3) Devising & selecting the best design options(Which has its own advantages & limitations):
a. Entrepreneurial structure – Best suited for a single product in a regional market
b. Functional structure – Best suited for limited & standardized product
c. Divisional structure – Best suited for diversified, changing product
d. Matrix structure – Best suited for stable & changing market with innovative products
e. Dynamic structure – Best suited in global changing …show more content…

The leader has also make sure he is prepared with Communication plan (Whom, when, what & how), recruitment plan & the contingency plan
a. Other key parameters that can facilitate smooth transition are: Support mechanisms, visible managerial support, future direction & strategy (Communication about it to), continued communication, clear selection process, senior management attention & constructive consultation
7) Last but not the least – Monitoring the same & review by the leadership team
The chapter also highlights the issues of redundancy (When people are made redundant, compared to those who survive) as a special case. Individual impact of all the people have its own organizational level impact like lack of management credibility in short term to decreased motivation in long term. It also further explains Noer’s model to deal with redundancy, which details the manager to deal the problem from 4 different levels & give equal importance for each level (Getting the implementation right, dealing with emotions, focusing on future & embedding the

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