Organizational redesign involves the integration of structure, processes, and people to support the implementation of strategy and therefore goes beyond the traditional tinkering with “lines and boxes.”

Definition of term

Organizational redesign involves

Organizational redesign involves the integration of structure, processes, and people to support the implementation of strategy and therefore goes beyond the traditional tinkering with “lines and boxes.” (Aronowitz, De Smet, and McGinty, 2015).

Summary

In the “Getting organizational redesign right” by Aronowitz, De Smet and Mcginty (2015) discuss the successful and unsuccessful organizational redesigns as well as explain some rules of the road for executives looking to improve the outcome of organizational redesign.  The article goes on to illustrated how when the organizational redesign of a company matches its strategic intentions, everyone will be primed to execute and deliver them (Aronowitz, De Smet, and McGinty, 2015). The need for organizational redesign sometimes is apparent, for example when a merger takes place, however there might be signs that are less obvious such as policy changes not being embrace by their employees.  The authors of the article outline nine pitfalls to avoid ensuring the process is successful, these include focus on longer-term strategic aspirations, take time to survey the scene. Next is selecting the right blueprint and go beyond lines and boxes (reporting structure) and be rigorous about drafting in talent. The last three pitfalls outlined in the article are identifying the necessary mind-set-shifts and change those mind sets, establish metrics that measure short-and long-term success and manage the transitional risks. Corporate redesigns give organizations give organizations a rare opportunity to identify the stable backbone and set up those elements ripe for dynamic change (Aronowitz, De Smet, and McGinty, 2015).

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