ORGANISATION CHANGE-HOW AND WHY
CASE STUDY ON INFOSYS
The main intension of the case study is to understand the background to the present organizational structure of the Infosys and to analyze the change that is taken internally to improve the management of Infosys.
BACKGROUND:
Infoysis is a global leader in consulting, technology and outsourcing solutions. Established in 1981by Mr N.R Narayana Murthy and six engineers in Pune, over the years has catalyzed some of the major changes that have led India emergence as a global destination for software service talent.
Infosys has emerged into leading multinational corporation that provides business consulting, information technology, software engineering and outsourcing services. Infosys is also …show more content…
They realized that the company is facing a leadership crisis. In the midst of the unprecedented growth, people were being rushed into jobs for which they were unprepared. This is the scenario that is prevailing in much Indian organization.
Because of the phenomenal growth , people started getting promoted before time. This resulted in the perception on the part of jobholder that they are not empowered. They had the authority to do things but lacked experience and confidence. During this stage retaining the people in the organization was very hard resulting in high attrition …show more content…
In the year 2007 it created an 18month initiative that recognized the business into two roles and structure. Job requirements were revised and human resources created new job descriptions to reflect the new requirements. It included years of experience, role maturity (how long the incumbent has been in the position), and performance.
They believe that if you tell people you need to stay in the organization longer in your role, it is likely that they would move to another organization.
During the reorganization nearly 15% of the employees were transferred to position with much lesser authority. They had to convince the employees and also the people in all levels that this was good idea. RESULT OF CHANGE MANAGEMENT
This was the largest change management system Infosys adopted. Infosys became the only Indian company on the Business Week.com/Hay Group 20 Best Companies for Leadership. Attrition was lower than ever.
ANALYZING THE CASE BASED ON THE FRAMEWORK ON LEWIN CHANGE MANAGEMENT MODEL:
• UNFREEZE –Preparing the organization to accept the change
• CHANGE- New ways to do things
• REFREEZE –Impact of
CASE STUDY ON INFOSYS
The main intension of the case study is to understand the background to the present organizational structure of the Infosys and to analyze the change that is taken internally to improve the management of Infosys.
BACKGROUND:
Infoysis is a global leader in consulting, technology and outsourcing solutions. Established in 1981by Mr N.R Narayana Murthy and six engineers in Pune, over the years has catalyzed some of the major changes that have led India emergence as a global destination for software service talent.
Infosys has emerged into leading multinational corporation that provides business consulting, information technology, software engineering and outsourcing services. Infosys is also …show more content…
They realized that the company is facing a leadership crisis. In the midst of the unprecedented growth, people were being rushed into jobs for which they were unprepared. This is the scenario that is prevailing in much Indian organization.
Because of the phenomenal growth , people started getting promoted before time. This resulted in the perception on the part of jobholder that they are not empowered. They had the authority to do things but lacked experience and confidence. During this stage retaining the people in the organization was very hard resulting in high attrition …show more content…
In the year 2007 it created an 18month initiative that recognized the business into two roles and structure. Job requirements were revised and human resources created new job descriptions to reflect the new requirements. It included years of experience, role maturity (how long the incumbent has been in the position), and performance.
They believe that if you tell people you need to stay in the organization longer in your role, it is likely that they would move to another organization.
During the reorganization nearly 15% of the employees were transferred to position with much lesser authority. They had to convince the employees and also the people in all levels that this was good idea. RESULT OF CHANGE MANAGEMENT
This was the largest change management system Infosys adopted. Infosys became the only Indian company on the Business Week.com/Hay Group 20 Best Companies for Leadership. Attrition was lower than ever.
ANALYZING THE CASE BASED ON THE FRAMEWORK ON LEWIN CHANGE MANAGEMENT MODEL:
• UNFREEZE –Preparing the organization to accept the change
• CHANGE- New ways to do things
• REFREEZE –Impact of