Advantages of restructuring

CLASSMATE 1

Organizations realize both benefits and drawbacks from a restructuring program.

Advantages of restructuring

Restructuring gives organization a better chance of responding to the changes that happen in its external environment. Such flexibility can assist these companies in maintaining their competitiveness and innovativeness in a fast changing market.

The second advantage is cost efficiency; It operates in the same manner that streamlining costs eliminates redundant functions. This can eventually lead to the betterment of an organization’s financial health and sustainability.

Restructuring enables organizations to streamline their resources in a manner that often enhances the overall performance and productivity.

Lastly, Talent retention and attraction; Restructuring and the morale of non-management employees—the new meaning of retraining and as coefficients in lay off sensitivities.

Disadvantages of restructuring

The process of restructuring may create uncertainty and change resistance among the employees. This poses a potential challenge on morale and productivity in the organization that eventually determine the performance achieved.

A restructuring plan could turn out to be costly for companies, while it might involve waiting on the results of these alterations that means making profits for companies. In addition, the reduction of personnel and restructuring of teams could end up with highly experienced staff members who carry important corporate history information, losing their jobs.

Lastly, implementation challenges; badly coordinated reorganization initiatives produce chaos, inefficiency and antagonism inside the company.

The ideal team structure for any restructuring organization is dictated by the specific goals of the enterprise and the circumstances it experiences (Brinckerhoff 2001). Nevertheless, such an approach would be more appropriate if a central team is responsible for all decisions related to the overall reorganization process. These include cross-functional teams, task-forced teams dedicated to innovation or adopting new technology, improvement in processes, or talent development. Restructuring of some processes will be accompanied by certain problems or “hardships”. These include open communication, involving employees into decision-making processes, training and support.

Reference

Brinckerhoff, P. C. (2001). Corporate restructuring: Do you need it. Nonprofit World, 19(5), 15-19.

CLASSMATE 2

What do you see as the advantages and disadvantages of restructuring?

Restructuring an organization involves making significant changes to its structure, processes, and sometimes its culture. These changes can have various effects, both positive and negative (Bolman & Deal, 2017). The advantages to restructuring include:

· Increased efficiency: Streamlining processes and clarifying roles and responsibilities can lead to improved efficiency within the organization.

· Cost savings: Restructuring may result in cost savings through the elimination of redundant positions, departments, or processes.

· Enhanced adaptability: A restructured organization is often better equipped to adapt to changes in the external environment, such as shifts in market conditions or emerging industry trends.

· Improved communication: Restructuring can lead to clearer communication channels, reducing confusion and improving the flow of information within the organization.

· Increased accountability: Clearly defined roles and responsibilities can enhance individual and collective accountability within the organization.

· Innovation: A more flexible and adaptive organizational structure can encourage innovation and creativity among employees.

The disadvantages include:

· Resistance from employees: Employees may resist the changes, leading to a decline in morale, increased stress, and decreased productivity.

· Temporary disruption: The restructuring process itself can disrupt normal operations, potentially leading to a temporary decline in overall organizational performance.

· Loss of institutional knowledge: Layoffs or reassignments may result in the loss of experienced employees and institutional knowledge, potentially impacting the organization’s ability to address challenges effectively.

· Cultural challenges: Changes to the organizational structure may clash with existing organizational culture, leading to conflicts and difficulties in implementation.

· Communication breakdown: Poor communication about the reasons for restructuring and the expected outcomes can lead to confusion and anxiety among employees.

· Potential for inefficiencies: While the goal of restructuring is often to improve efficiency, poorly planned or executed changes can lead to new inefficiencies or create unforeseen problems.

What team configuration would work best for public schools?

The team configuration that would work best for public schools depends on various factors, including the size of the school, the specific goals of the educational institution, and the unique challenges it faces. However, most public schools would and do benefit from a simple hierarchy, although it referring to the structure of public schools is far from simple. The superintendent sets the goals and then assistant superintendents oversee different aspects of public school including communications, elementary eduction, secondary education, operations, transportation, financing, human resources, and special services. Each one of those areas then have directors or principals who then hire assistants who oversee curriculum, teachers, bus drivers, maintenance workers, budget, and payroll. Every one of the people ultimately are responsible to adhere to the vision set by the superintendent in providing a safe and quality educational environment for students.

Reference

Bolman, L.G., & Deal, T.E. (2017). Reframing organizations (6th Edition). Jossey-Bass