The Elias Group workplace profile is a simple, nearly virtual workplace system and structure. A proposal workplace model that can facilitate learning, consistent innovation and creativity within The Elias Group work-groups is ideal to increase the organizations growth. The proposal workplace can be based on improved virtual ‘workplace’ platforms. This paper examines the modalities and profile of this model and proposes ideas, which can lead to its set up.
Proposal Environment for The Elias Group
The Elias Group system and structure is a model virtual workplace. Changing the nature of the workplace helps improve how employees carry out their duties. A complete virtual workplace is perfect for this organization. The benefits of such an environment are cutting cost. Two, it provides employees with a conducive workplace environment. Psychological principles and facts about human beings in a workplace show that, a work place should be inspiring, comfortable, safe, and motivating (Steve & Thomas, 2008). Working virtually provides an employee with this. A virtual workplace environment will facilitate sustainable innovation and creativity within the organization work groups. This environment can prompt learning and a desire to achieve goals set by employer.
The creativity is easily tapped through a virtual workplace. Improvements can lean especially on communication infrastructure and working platforms. The virtual environment will provide privacy, freedom, and assessment of individual and work-group strengths and abilities. This leads to creativity (Rodríguez, Ponti, & Ayuso, 2006).
The rationale for adopting this proposal environment
Organization change aims to provide an environment that supplies employee with feedback about their performance, and their value to the organization. This change also aims at making the organizations processes efficient. Employees working virtually as a group are able to learn how to improve their skills, and productivity. They innovate and test new strategies they have learned and created with a purpose to improve their performance. The role of management in such a virtual environment is to delegate and manage results (Steve & Thomas, 2008).
This change will allow the structure and system to relate with environment well to allow creativity and innovation within the organizations work-groups. This is prompted by employee objectiveness and desire to achieve set goals. Secondly, the employees are prompted to identify modalities to increase productivity through innovation. This organization change improves dialogue, authenticity, and sincerity, positive relationship with the employees and colleagues, promoting cooperation and identifying singularity and difference. This way an organization can achieve sustainable innovation. Through taking up diversity, promoting innovation, and trying these innovations, embracing teamwork, participation, and cooperation and being inclusive within all levels of the system the organization will become comprehensively productive (Rodríguez, Ponti, & Ayuso, 2006).
This environment will allow the Elias Group system and structure to identify difference and promotes collaboration between employees and their managers (Steve & Thomas, 2008). This organization change requires the organization to own facilities like computer laptops, own internet infrastructure and virtual office network. The Elias Group will save more money, increase profitability due to employee motivation, experience efficiency in communication, service provision, and management if it can adopt this proposed working environment.
This environment can help the organization save money while increasing its profitability. Through this proposal environment, the Elias Group can maximize employee and virtual workgroups productivity. The organization will also experience both efficiency and better consumer service provision through this proposed virtual workplace environment platform.
Steve & Thomas. (2008). Organizational psychology: a scientist-practitioner approach. New York: John Wiley & Sons.
Rodríguez, Ponti, & Ayuso. (2006). The “sponge” organization: a creativity-based reflection. on the innovative and sustainable firm. Center for Business in Society, WP No 616.