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B6027 - Perspectives in Change Leadership : Module 5 - Assignment 2: Workforce 2020 Executive Report - Document preview page 1

B6027 - Perspectives in Change Leadership : Module 5 - Assignment 2: Workforce 2020 Executive Report - Page 1

Document preview content for B6027 - Perspectives in Change Leadership : Module 5 - Assignment 2: Workforce 2020 Executive Report

B6027 - Perspectives in Change Leadership : Module 5 - Assignment 2: Workforce 2020 Executive Report

Executive report on workforce trends and leadership strategies for 2020 and beyond.

Ruby Reed
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B6027 - Perspectives in Change Leadership : Module 5 - Assignment 2: Workforce 2020 Executive Report - Page 1 preview imageEXECUTIVE REPORT-WORKFORCE 20201Module5-Assignment 2:Workforce 2020 Executive ReportCourse:B6027-Perspectives in Change LeadershipHow does E3 Designs' organizational structure, focusing on sustainability andemployee motivation, contribute to its competitive advantage in the environmentaldesign industry? Discuss this in a 500-600 word response, integrating concepts ofworkforce diversity, leadership strategies, and future trends in sustainable design.
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B6027 - Perspectives in Change Leadership : Module 5 - Assignment 2: Workforce 2020 Executive Report - Page 2 preview image
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B6027 - Perspectives in Change Leadership : Module 5 - Assignment 2: Workforce 2020 Executive Report - Page 3 preview imageEXECUTIVE REPORT-WORKFORCE 20202
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B6027 - Perspectives in Change Leadership : Module 5 - Assignment 2: Workforce 2020 Executive Report - Page 4 preview imageEXECUTIVE REPORT-WORKFORCE 20203AbstractThispaper will show the viability of a speculative organization whose objectiveis to turn into a pioneer in feasible outline and development rehearses. The organizationname will be known asE3 Design, where theorganization’s center is on natural,vitality, and proficiency (E3) in outline and development hone. This paper will breakdown the present calling of natural and maintainable configuration and additionally thesparks that impact the representatives inside of this organization.Module 5-Assignment 2: Workforce 2020 Executive ReportOrganizationalAnalysisandDescription:The organizational structure forEnvironmental, Energy and Efficient (E3)Designs isone that is made to be levelor flat structureas opposed to a conventionalhierarchal framework; E3 is deliberately strategized to remain a generally levelassociation. This structure takes into account less administration (or center individuals)and empowers a more straightforward line to the initiative gathering including theCEO. See organizational chart in table 1.Comparing a rather flat organizationalstructurewitha more ordinary vertical association, what is clear is the capacity to havea more transparent environment where data streams all the more uninhibitedly
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B6027 - Perspectives in Change Leadership : Module 5 - Assignment 2: Workforce 2020 Executive Report - Page 5 preview imageEXECUTIVE REPORT-WORKFORCE 20204between all individuals from the association, including direct lines to theCEO. Table 2illustrates a more vertical and typical hierarchal organization. Table 1The teams are made up of a diverse group of individuals, from a generational tocultural diversity. This allows for E3 to have a truly global view of sustainable designprinciples and strategies.For example, developing a multi-generational workforce in2020 will allow for mature generational knowledge to transfer to Generation X and atthe same time, Generation Y, those newly graduated from college will bring fresh andinnovative ideas from academia into practice.Table 1 indicates fewer levels of staff. Inother words, without avice president (VP) level and multiple project manager (PM)levels, E3 Designs will be able to maintain a flat organizational hierarchy.Table 1. Current E3 Design Organizational Chartseen as “Flat”
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B6027 - Perspectives in Change Leadership : Module 5 - Assignment 2: Workforce 2020 Executive Report - Page 6 preview imageEXECUTIVE REPORT-WORKFORCE 20205By eliminating these levels, communications between levels have opened and lesstranslation from a lower level to an upper level is needed. In Table 2, the VP and Jr.Staff positions are accommodated in the senior PM and staff levels. This strategy willalso integrate a more diverse workforce in that the elimination of the deep levels willallow for (at the lowest level) interns to be able to feel like they are contributing to theorganization by having a more direct access all the way to the top.Table 2. TypicalVerticalHierarchical Organizational ChartComparison
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B6027 - Perspectives in Change Leadership : Module 5 - Assignment 2: Workforce 2020 Executive Report - Page 7 preview imageEXECUTIVE REPORT-WORKFORCE 20206The market place of sustainable design also sees this organizations strategy as acompetitive advantage. In those clients such as architects, engineers, contractors, andindividual groups will be able to communicate directly with the stakeholders in E3,rather than having to answer to a chain of command in a hierarchal model.Accordingto Piacentini (2010), having a more flat organizational hierarch enables more effectivecommunication as well as employee buy-in. When constituents believe they are able tocontribute at many levels of an organization, they believe they are more a part of thecompany, than when they are understood to be at the bottom or even the middle of thecompany.As previously indicated in this authors’ M4 A2 paper:“The purpose of E3Designswill be a commitmenttothe implementationand the developing of abetterdesignprinciples as well as theconstructionofbuilding practices. These designprinciplesmustaddresssustainable issues at theglobal, environmental,and energy efficientpractices.”(, 2014)Accordingto theUnites States Green Building Council (USGBChttp://www.usgbc.org),the current model for sustainable design is based on theLeadership in Energy & Environmental Design (LEED) program. According totheir website (USGBC, n.d.):
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Document Details

University
University College Dublin
Course
B 6027
Subject
Business Management

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