As the rate and pace of corporate restructuring grows, and the haste to contain shareholder unrest outstrips a company’s ability to maintain performance, is it really survival of the fittest?
We have seen over the months a series of high-profile cases with organisations and individuals coping with restructuring to varying degrees. Some heavily-publicised cases show what can happen when pre-existing issues of psychological health and performance can go unidentified or unresolved and lead to disasterous consequences; both for the individual and the organisation.
Performance vs. Power
Uncontrolled or unresourceful behaviour from management has been seen to be a significant factor in similar cases over the years and takes us to a place that many can identify with in organisations – the game of Performance Vs. Power. The turbulence within many organisations, the fast pace of recovery needed and the ensuing risks of failure encourage less resourceful management to cut corners and take even greater risks.
Managing Change
Independent organisations, experienced in change management and psychological strategies, can help both the organisation and the individual to control the impact of restructuring and maintain motivation and performance, by encouraging transparency, clear communication and employee engagement at all levels.
Power with responsibility certainly equates to effective performance both for the individual and the organisation.