powerpoint2011

Power change: 

Power change THE SOLUTION

Slide 2: 

Illinois Department of Human Services Organization

STRENGTHS: 

STRENGTHS DHS serves over 250,000 people with disabilities in the state of Illinois . Employees are key organizational inputs providing counseling, guidance, and information and referral services to customers . DHS is the states lead agency serving individuals with disabilities. DHS values equal participation in society for persons with disabilities. Employees strive to improve the independence of customers.

STRATEGIC INTENT: 

STRATEGIC INTENT The strategic intent is to improve independence of customers by creating an environment where customers and staff work in partnership ..

Slide 5: 

Organizational goals are unmet as evidenced by company score card Decreased motivation in organization because personnel ratio is too low due to hiring freezes. Structured policies and procedures leaves no room for creativity. Centralized Hierarchy leaves lower level employees without a voice 5 Bureaucratic control is resented by employees shown by filing formal grievances against some DHS policies Current Issues at DHS

Slide 6: 

Organization uses rules, policies, hierarchy or authority, written documentation, standardization and other bureaucratic mechanisms to standardize behavior and assess performance (DAFT 2010). Bureaucratic Control

Suggested structure: 

Suggested structure RECOMMENDATION #1 CONVERT TO: Flexible and Decentralized authority Team-oriented environment Collaborative approach to decision- making Trust employees to do their jobs

PROPOSAL: 

PROPOSAL Recommendation: #2 Change of power within the organization would be beneficial to employees and create positive outputs to external environment

Slide 9: 

the solution to the problems that DHS is facing. Empowerment

power of empowerment: 

power of empowerment Daft ( 2010) found that: Employees receive information about performance Training allows employees to have knowledge and skills to contribute to company goals Employees have power to make substantive decisions Employees can participate in the decision-making when innovation and change occurs Employees are given a voice within the organization

Survey: 

Survey 20 DHS staff answered YES when asked if They would be more motivated to work if they were involved in decision-making during innovation and changes within the organization.

Slide 12: 

Feel connected to organizations vision See participation as a sense of control over change activity Are motivated to complete tasks related to innovation and change Can communicate comfortably with mangers Feel trusted by their employers Employees with a voice

RESEARCH: 

RESEARCH Russell & Russell (1992) suggested that there can be a positive relationship between innovation and degree of participation from employees.

Advantages to organization: 

Advantages to organization Increased employee morale Overall performance statistics heightened Teamwork and collaboration established Resistance to change is minimal

Slide 15: 

DHS employees are dedicated to serving the needs of customers, therefore with empowerment, they can enhance this devotion with enthusiasm, confidence and efficiency.

REFERENCES: 

REFERENCES Daft R. L.(2010). Organization Theory and Design. SOUTH- WESTERN:CENGAGE Learning. Ferrin, D.(2006) Direct and Indirect Effects of Third-Party Relationships on Interpersonal Trust. Journal of Applied Psychology; Volume 91, Issue 4. p.870-883. Russell, Robert D., & Russell, Craig J., (1992). An Examination of the Effects of Organizational Norm, Organizational Structure and Environment Uncertainty on Entrepreneurial Strategy Journal of Management ; Volume 18, p.639.