HOLACRACY
INSTRUCTIONS: Find 1 ANNOTATED BIBLIOGRAPHY ON HOLACRACY WITH AT LEAST 1 REFERENCE. MUST BE AT LEAST 350 TO 500 WORDS.
HOLOCRACY
Assignment 7 – PowerPoint Presentation
80% COMPLETE (as of 1 Sep)
*Make sure your slide has in-text citations for your corresponding references
INSTRUCTIONS : ADD 2 SLIDES FOR #7 AND #8 (PLEASE FOLLOW THE INSTRUCTIONS FOR THE SUBJECT ). ONLY FOR THE ONES THAT SAY “DO THIS ONE”
Agenda
1-What is Holacracy
2-History TIMELINE
3-Advantages
4-Disadvantages’
5-Successful
6-Unsuccessful
7-Implementation Methods (CONTINUOUS CYCLE)
FABIAN
What is Holacracy
A customized self-management practice
Helps empower people to make meaningful decisions
Pursues organization’s purpose
Restructures organization from traditional hierarchy to self-managed alignment
Innovative meeting practices improves mindset towards decision making
JONALEN
History of Holacracy
In 2001, Brian Robertson left his job to a laboratory for experiments
Began as an experiment about organizational culture, values, and consciousness
Responded to current challenges of principles and practices for lean movement
In 2007, the experimentation shifted to Holacracy formed by Robertson and entrepreneur Tom Thomison
Used by other organizations for training and implementation services to transform operations
In 2009, HolacracyOne formalized the method into the first Holacracy Constitution
Core rule set evolved into a version 2.0, 2.1, 3.0, and 4.0. Versions 3.0 and 4.0
JONALEN
Advantages of Holacracy
●Beyond empowerment, self-managing workplace distributing authority equally amongst all (Kumar & Mukherjee, 2018).
●Leader-follower conflicts are eradicated (Kumar & Mukherjee, 2018).
●The peer to peer workplace enhances efficiency, innovation, and accountability (Yew, 2020).
●Creates clarity of purpose and roles, thereby increasing self-worth as well as satisfaction (Kumar & Mukherjee, 2018).
DARIO
Disadvantages of Holacracy
●Implementation, and sustainability on a larger scale is questionable (Kumar & Mukherjee, 2018).
●The transition from hierarchic environment to Holacracy may disrupt the current habits, and processes in place (Yew, 2020).
●The increased responsibilities and autonomy may not be what all employees want (Kumar & Mukherjee, 2018).
DARIO
Successful Organization Implementation Example
Brief Description
Do this one
Unsuccessful Organization Implementation Example
Brief Description
Do this one
QUANTITATIVE DATA MANAGEMENT
COMMUNICATION CHANNELS
RELEASE INFORMATION AND POWER
3 Steps to Implement Holacracy
ISHANA
Holacracy implementation process as three steps that are process of their own to move the organization to a decentralized state of self management environment. According to Velinov, E., Vassilev, V., & Denisov, I. (2018), “Holacracy aspires to be more of an open system where its employees are more in touch with the changing environment”(p. 17). As the steps and phases are implement the environment changes, the first step is quantitative data management, the organization pulls all its information from three levels results, process and labor, results represents the end outcomes of the core of the operation (sales, clients, volume) depending on the operation , process are the task performed in the organization and labor represent all the categories of work and the time spent doing. The second step looks at how the process is communicated, there is straight line of communication such as top down or bottom up. The communication forms an open web where all member communicate and participate in in decision making as often as needed. This communication exchange happens through different medium, meeting, message boards, chat board, emails, phone, video mediums depending on whether members are virtual across regions are department. This allows for information to be available to all in the process. The last step is the release of information and power that happens after step one and two has been done. This can be done using any format press, internet, memorandum, this leads to self management through being newly empowered by the information continuously collected in the quantitative data management and the open communication channels that are not restricted by barriers are specified chain such as bosses and management.
Steps to Implement Holacracy (CONTINUED)
Establish and maintain the protocols
Leave no member behind
Set realistic expectations/goals
Start slow and build a consensus
ISHANA
The four outline elements of the implementation process for holacry is continuous, they are the guidelines that keep the process together. Establishing clear protocols and maintaining them makes for more efficiency and standardization. Leave no member behind ensure that communication is open and accessible for each person to be informed on the way to self management. Setting realistic goals for team and celebrate each milestone along the way to encourage growth in the holacracy implementation. These are elements that facilitates the change management process and fosters the culture and structure in the environment.
Conclusion
FABIAN
Kumar, V. S., & Mukherjee, S. (2018). Holacracy – the future of organizing? the case of zappos. Human Resource Management International Digest, 26(7), 12-15. doi:http://dx.doi.org.ezproxy2.apus.edu/10.1108/HRMID-08-2018-0161
Nair, D. R. (2016). Holacracy in academia. SCMS Journal of Indian Management, 13(1), 4. Retrieved from https://search-proquest-com.ezproxy2.apus.edu/docview/1780449824?accountid=8289
Velinov, E., Vassilev, V., & Denisov, I. (2018). Holacracy and obliquity: Contingency management approaches in organizing companies. Problems and Perspectives in Management, 16(1), 330-335. doi:http://dx.doi.org.ezproxy2.apus.edu/10.21511 /ppm.16(1).2018.32
Yew, S. Y. (2020). Holacracy in action: Zappos experience replicability [Unpublished master’s thesis]. Università Ca’Foscari Venezia.
References
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