Our main aim will be to create a leaner centralized structure of organization that will provide the best practices and the required expertise in all aspects of the business success, efficiency, and communication. Other critical sections that will also be addressed are legal governance, human resource management, Information Technology architecture, and yield Monetization (Glinow & Mohr man 1990). We shall evolve our research team so that everyone gets an opportunity to contribute to change in creative innovation process. With the help of our Computer Aided Design designers, we shall renovate our technology infrastructure to allow open APIs, simplify the sales strategy by ensuring that we keep track of our partner account strategy and finally push forward for more effectiveness via organization.
Having carried out this business examination, today, we will make imperative changes to our business organization. These changes will include even the most difficult decisions that can be made about workforce reduction (Reduction in Force). However this time I believe we can do without the RIF- Reduction in Force rather we will go the attrition way. This is whereby some positions will be done away with incase those holding them retire or quit the job (Glinow & Mohr man 1990). I believe this is better than layoff and we will have to enhance communication among our workers. These changes will enable this business to concentrate more on the leading brands and focus on our strengths in research, the widely known wind tunnel technology. We will also be able to focus and propel our efficiencies throughout the company. A lot of support has been requested from the management especially the human resource department since the reorganization about to be effected is going to be work intensive. The following is an overview of the transformation that is going to take place;
Employees: There has been a problem with our employees for quit sometime now. Many employees feel like the company is disintegrating due to the difficulties in communication which, in turn, makes it more difficult to get the projects completed in a timely manner (Heller 2006). This has led to rumblings among the staff about quitting. Since Pegasus is located in a highly concentrated technical area of the country, there are other companies that pay better and seem to be more competitive for contracts. The leadership is scared of losing their best and brightest employees and feels the urgent need to streamline their organization to remain effective, efficient, and competitive.
The company is concerned about this issue since it's these employees who have contributed to its success and it's very disheartening to watch our colleagues leave! These changes we intend to make are part of our long term growth and development strategy. I have organized for the employees to meet their specific managers so that they can have discussion on more specifics and how these transformations will influence their personal ambitions and individual roles at the company