We boarded in different chapters, all in relationship to a lack of control of a directorate of human resources and organization.

 

The company made and reporting, not just hierarchical, but the relationships at various levels, the company and made of "human beens." These, we, we are pursuing with references, if we lack these references, we lose and we do not act efficiently. The most important reference in a company and structure, know where you are, what you do, things that you need to do to move forward, to improve things, where you can get. We all have ambitions, small or large ones that are, but they are passions. The desire to earn more, being more recognized, to take a less heavy work, to do a job more rewarding monetary or just morally, these are the factors that we do have some references.

 

There is nothing worse for motivating people, not only of managerial subgruppo, there nothing worse than to work hard because you have access to that place or the other, and that delay there is a change in organizational structure for which you do not know more than what you will be rewarded.

 

Note that not speak of the destructive effects that clearly has a reorganization on the same if this afeta them to the same form of negative or positive. I speak even if it is to form positive because in some form this reorganization will also moderate the expectations that one could have.

 

The management of human resources and organization should be very careful with these organizational changes. Let me tell you, and more nefarious organizational change of exchange of persons. The change of persons affected morally their expectations, their motivation, but he does now and short. And a hard blow, yes, but the past few days, you return to work knowing that it was an accident of location, perhaps one realizes that the other person chosen has more experience oe best for the position, indeed, that may be and an opportunity for a person working in teams, leaving space, which s'occupe more of its employees. Expectations have been slowed, but not erased, its location, its ambitions on that place on that or else remain intact and because the structure remained intact.

 

If so and acted on a structural change all references to whores are gone and they have to find new references. This will mean time, this will also ensure that the skills required for positions of this new organization are different, that will lead to that one is no longer suited to these new positions. What can not n'anche different format or learning other things is appropriate for these new positions. It may be that either partially or totally unfit, that will cause a motivation that will be difficult recoverable.

 

The opposite view may be that the managent sopraadatto is also required because the position fell to its responsibilities. The problem is the same, one feels demotivation, infravalorato and realized the new job to perfection, can only do so not without justification, no motivation after that is transmitted to the team and the rest of the people with whom we have relations.

 

The more you change the structure of the organization, either completely or in some sections of the company, this will be the largest loss of reference will be the greatest motivation, will be the largest loss of efficiency, the more we will destroy value for shareholders .

 

I want to emphasize that I speak of organizational changes at all levels, including those in small sections, because they work the same mechanisms of motivation. Clearly if a company is acting on changes to the Top, translated them down, has earned the Grand Prix to become a non-managed, inefficient and not substantiated. Inefficiency that will result in the results.