Increasing The Span Of Control And Increase The Daily Focus For The Regional Management Teams

Organizational structure. Need for expanding size of executive management team and adding new corporate layers in the corporation.

However a serious problem eventually occur: the control crisis: when top executives feel that they are loosing control over a highly diversified field operation because of autonomous field managers.

Communication break downs are an important component to change and how they are handled. While the implementing phase is taking place managers need to have a open line of communication and address any questions that may come up, and address any conflicts that arise right away. In each area that a manager overseas should know their responsibilities, coaching and paying full attention to employee’s and provide positive feedback are key components to a manager’s role within an organization. A solution to staff resistance is providing employees with confidence regarding positive change as well as a positive organization plan.

As a member of management it is even more vital that I am aware and up to date with the

For over 20 years, I have accepted higher education administrative opportunities that would allow me to advance to the position of President. I would like to share some of my experiences successfully leading organizational strategic planning processes. My leadership of those strategic processes led to the implementation of processes that moved the organization in the direction that was appropriate for a changing economic environment. My ability to think strategically and develop collaborative relationships contributed greatly to my ability to successfully implement new organizational initiatives as well.

If one might want a change, they should not yell or rant about the issue but just have a general talk about it and search out the opportunities of how to make the changes possible.

As a consequence, I have decided to incorporate new changes within your departments, expected to start functioning with immediate effect. This will not only help address the management problem but also put the company back on the right track in as far as achieving the goals is concerned.

The change that I would like to see occur is increasing the compliance by enhancing communication with employees

As managers they need to involved every one with the change and not force the change upon them.

Look at your organizational structure, job descriptions, and performance and compensation systems to ensure they 're in line with your vision.

* Separate the Board of Directors from the Company’s management and let the General Manger and Assistant General Manager run the business in the most profitable way possible.

The third problem is alignment of human resource. Most of the newly promoted managers have no experiences within MEPD. Though they have strong engineering skills but were weak in marketing and collaborative skills to manage the activities across departments, resulting there is no leadership within the organization. Additionally, most of the specialists were recent technical or business graduates with one or two years of sales experience in marketing department. The similar situation happened in sales department.

It is often said that theory must be applied hence losing about 10 managers could imply loss of much needed expertise and knowledge acquired through experience. For example, a well-seasoned manager or employee understands how to handle difficult customers something which is not taught in schools.

* There should be division of segments under each head like marketing, logistics and administration team for the entire company.

Control system strengths: Initially, divisional general managers are given full control of their businesses except in the areas of raising capital and labor relations. Full control gives divisional managers power to make