Assignment

Sarah Cheema MBA 3F

Assemble the Dedicated Team This article explores the phenomena of how to develop a Dedicated that will ensure the success of your organization. This means picking the right people and organizing their efforts in such a way that they overcome the organizational memory concept. This concept merely means that subgroups are developed that are exactly the same or are already present in the organization. Basic Principles: 1. Identify the skills that you need a. Individual know-hows b. Capabilities c. Experiences d. Innovation skills e. Few people who have been through the process of building and shaping a new subunit f. Senior leaders who are politically savvy and have good management skills. 2. Hire the best people you can find a. Internal Transfers b. External Hires c. Acquisition of small companies 3. Match the organization model to the dedicated teams job a. Look at organization structure and how to fit the pieces together. b. Look into reporting structure, titles, compensation plans, culture, processes and performance measures. Seven Common Mistakes in Assembling the Dedicated Team 1. Having a bias for insiders Favoring Internal Employees rather than hiring external individuals. There are several reasons for this: a. Pride: Thinking you cant get the job done with the existing workforce and you dont need more people in the organization b. Familiarity: Choosing people based on the fact you know them and not on their skills. c. Comfort: Outside hires can be a threat d. Expedience: An easy option since its a faster process. e. Compensation Norms: New hires means new structure of pay scale f. A desire to give opportunities to your own employees: Hiring from outside can demotivate and demoralize insiders. g. The Risk of a Skills Deficit: Many companies face the issue of expanding their companys skills inventory. 2. Adopting Existing Formal Definitions of Roles and Responsibilities 3. Reinforcing the dominance of Performance Engine Power Centers 4. Assessing Performance Based on Established Metrics 5. Failing to create a distinct Culture 6. Using Existing Cultures 7. Succumbing to the tyranny of Conformance