Employee Resourcing Case Study Example | Topics and Well Written Essays - 2750 words

Employee Resourcing - Case Study Example The change in the organizations' strategies as well as structures guarantee that the company is present and willing to do more than just provide products and services to the end consumers. It wants to make the people realize that the company is there and wants to do its very best by tailoring its strategies in such a manner that can only benefit them nonetheless. After all, a company or an organization without the target people is nothing more than an office set up with employees and employers working for no one, at the end of the day. Organization is a body of working people, having various types of persons with heterogeneous behaviors interlink with corporate goals and objectives. This cluster of people is grouped in different categories according to their working importance, caliber and productivity at various hierarchical levels. Before we overview the concept of organizational structuring and its impact on employees, lets see the type of organizational structures first. "The established pattern of relationships between the component parts of an organization, outlining both communication, control and authority patterns. Structure distinguishes the parts of an organization and delineates the relationship between them". (Wilson and Rosenfeld, 1990) "The formal pattern of interactions and coordination designed by management to link the tasks of individuals and groups in achieving organizational goals". (Bartol and Martin, 1994) Structuring helps companies to achieve some specific goals: OS provides good business support to business objectives and improves efficiency, profitability, cost allocation, communication and application of policies of company. OS promotes and develops good corporate culture OS helps companies to create employee directions, responsibilities and systems. Line and Staff's clarity of function is also facilitated with OS By all measures, restructuring is a redefining organizational boundary that encompasses a number of different businesses related social and/or marketing objectives. It is a common occurrence that when changes are applied in essence, a number of these people would not digest the same fact in a welcoming manner, in spite of their personal likes and dislikes which they show in the wake of having a changing regime. Usually people show different kinds of change accepting attitudes and this is documented by the fact that they respond in varied manners so to speak. Thus on the basis of their attitudes which they have in line with the development, innovation and adaptation towards new aspects of life, they are usually put into a number of different segments: Innovators (about 2-3%): Are those people who are always open to change, regardless of the nature of change, they end up welcoming it. These people help change's survival even in very crucial circumstances. Early Adopters (10-15%): A bit mature generation of innovators who like innovation but wait till things get into clear shape. Will join the change in early phase but are not jump starters like innovators. Early Majority (30-40%): People who join as pragmatics who rely upon proven wisdom. They contribute to a majority number in masses who join change at any stage. Late Majority (30-40%):