This week (2nd to 6th March 2009), a few changes have occurred in my company. What a coincident, it happen just after I came back from LOC’s class. During the management meeting, I voiced out the necessity of organization re-structure so that each department has clear focus on their business strategy. Furthermore, it will minimize unproductive personal and the redundancy function within the department.
I stated that the association of change with resistance and mentioned about eight steps of Kotter’s change model.
Ironically, at the end of the meeting my CEO instructed all Heads of Department (HODs) to organize a meeting to rationalize the departmental organization chart in order to reduce redundancy and each department has more focus.
We gathered on Tuesday (3rd March 2009) to discuss on the organization structure. As expected, a lot of resistance to change in the very beginning of the meeting. After a few explanations and the organizational mapping were drawn, apparently the redundancy of function has surfaced out. Nearly two hours gone to address the issue. A few HODs seem upset on the move. After three hours discussion, we managed to drawn the consolidated organizational chart to be submitted to COE for his comment.
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