Could This Possibly Be Hindering Organizations From Transforming Into New Levels of Productivity, Profitability and Growth?

Two of the hottest discussion topics by human resource professionals are about organizational culture and generational conflicts in the workplace. This is seemingly so because the same are the greatest challenges continuously affecting most organizations today. But, why is that persistently so in many situations?

Fundamentally, human efforts are today guided by two conflicting global perspectives. On one hand is the 20th century industrial era paradigm that recognized human effort in terms of providers of labour, therefore workers. The alternative is the modern 21st century paradigm that recognizes human effort as knowledge or intellectual capital.

The former would  largely be represented in organizations by generation X, whereas the latter could be embodied by Generation Y or millennials as they are fondly referred to. But, is that really the case? Ideally, the thinking and interests of the two employee categories are mostly at variance. More still, our institutions of higher learning are still largely teaching the industrial era concepts and principles. This has earlier been discussed elaborately especially through our newsletters and blogs at www.newtimesconsultants.com.

Meanwhile, continued research and widely tested practical interventions indicate that complete organizational harmony that leads to efficient productivity, and therefore profitability is now attainable. However, this may only happen, when organizations make concerted efforts of mentally (through the human resource) and physically transforming from the 20th to the 21st century paradigms.

As is well known water can never mix with oil whatever the situation. Likewise, challenges occasioned by the dynamics of the 21st century can never be resolved when guided by the 20th century paradigms. How then does organizational leadership determine the extent of the impact of these paradigm shifts?

There are numerous and sometimes difficult to comprehend indicators of transformational challenges. Some of them include:-

  • Training interventions on management/leadership development and other areas that seemingly fails or takes long to yield the exact desirable benefits
  • Persistent communication challenges within organizations
  • Generational conflicts amongst organizational employees
  • Reduced harmony and unity of direction as well as purpose
  • Challenged motivational levels that persistently inhibit performance

If unattended, these challenges continue causing organizational headaches. Sometimes, organizations are tempted to embrace piecemeal solutions, which end up yielding continued cycles of more challenges. More still, it is important to realize that the forces of change are ever at work and could continue taking their toll, or presenting opportunities that go unnoticed and therefore unexploited. The end result is continued cycles of inability to execute organizational strategy or achieve full performance potential. Can such situations be redressed?

Certainly yes as has been happening through Newtimes Business Solutions, a National Industrial Training Authority – NITA accredited training and consultancy firm. The firm specializes in organizational change and strategy training as well as consulting solutions. More still, it helps organizations to effortlessly embrace the 21st century organizational culture paradigms. This happens through a unique organizational change/employee re-branding process, which has been working well for several years now.

The same have been propelled by the firm’s highly effective 3 tier organizational change solutions that follow a bottom up approach. The complete solutions include;-

  1. Staff Motivation and Capacity Building Strategy Training for non-management staff – 3 days
  2. Foundation Business Leadership and Performance Management Strategy For Middle level and professional staff – 4 days
  3. Business Leadership and Performance Management Strategy for Senior Management – 4 days

These transformative solutions are available as open training programs (see 2013 training calendar) as well as customized in-house solutions. However, the latter approach yields the best results. Nevertheless, the same can be customized, based on organizational exigencies, while at the same time ensuring to safeguard achievement of the expected benefits.

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