Change

Organisational change model – Corporate Structures

By 29. April 2009 No Comments

Claudia Schmitz gave a short input on „Behaviour in Corporate Structures“ and their change along the growth curve at the Celemi Partner Meeting in Budapest, April 24, 2009. Her colleague Jose Ochoa from Madrid used the new technology of livescribe and visualised the content and recorded the voice of Claudia at the same time.

This documentation gives an insight into the abstract concept of how a Management Holding is different to a Finance Holding (specially in leadership) and why people still think they are in head office and behave accordingly, though the situation in a Finance Holding is very different to that: They should just be in service and provide support. All the decision-making-power is in the divisions. Organisational structure drives leadership – and some managers wonder, why the some ideas do not work out as they should. The answer is systemic behaviour of organisations – as they are systems and follow their own flows. To understand in which organisation you really work and which dynamic is driving behind, gives an inportant insight into why thinks work out or not.

Claudia refers on her experience with similar organisations and tries to point out how the network structure of the future will work, as the management in head office will disappear. The final version will be written down in May – here are the slides to start thinking about it. Structural behaviour

Claudia Schmitz gave a short input on „Behaviour in Corporate Structures“ and their change along the growth curve at the Celemi Partner Meeting in Budapest, April 24, 2009. Her colleague Jose Ochoa from Madrid used the new technology of livescribe and visualised the content and recorded the voice of Claudia at the same time. This documentation gives an insight into the abstract concept of how a Management Holding is different to a Finance Holding (specially in leadership) and why people still think they are in head office and behave accordingly, though the situation in a Finance Holding is very different to that: They should just be in service and provide support. All the decision-making-power is in the divisions. Organisational structure drives leadership – and some managers wonder, why the some ideas do not work out as they should. The answer is systemic behaviour of organisations – as they are systems and follow their own flows. To understand in which organisation you really work and which dynamic is driving behind, gives an inportant insight into why thinks work out or not. Claudia refers on her experience with similar organisations and tries to point out how the network structure of the future will work, as the management in head office will disappear. The final version will be written down in May – here are the slides to start thinking about it. Structural behaviour

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