The Enterprise of the Future [# e20] - virtual, how far?

By Claude SUPER posted 12-07-2011 12:03

  

I had the opportunity a few months ago, to revive a debate on the subject of the extended enterprise and relevance of corporate social networks in support of the animation of the ecosystem of organizations.

 
Reflections about the company's future are daily fed by new ideas and experiences shared at conferences, in the notes many bloggers, but also in the meeting rooms and offices.
 
The transformation of the enterprise is not so much a question of deployment of "new" tool than a real desire and a vision of a different organization, the more "human" for better business results, financial but also social .
This evolution must be driven by the C-level and considered as a much broader discussion, rich and full that the single question of the place and the use of collaborative platforms.
 
This consideration involves a "discount record straight" and in particular regarding the "status" of the employee.
In the past, and not so long ago we read and heard everywhere in the company that matters is the client, the client and the client yet!
With and since the deployment of social media, it was found that a good, I mean "effective" sales approach probably requires a more refined approach and the customer satisfaction, as defined previously, is not enough !
 
The strong link in the customer relationship is the employee who, suddenly (2 years), finds himself officially involved in a new role and designated as " brand ambassador " or "whatnot".
 
A "new relationship" employee-employer?
 
It is time to stabilize the relationship and work on a sane and fair basis.
Enterprise 2.0 is mainly being able to implement a new relational logic with its employees based on services.
 
In this context, the employee has the benefit of some "consideration", through the various roles they may have regardless of its titles and functions, as a "service provider" for and within the company.
In one such relationship, based on "performance contracts" [MbO*], the company must give the means of its ambitions, providing the employee with a service offering more or less personalized in any case relevant.
In some companies, this approach is now served by the a lot of projects like renewal of "intranets" and the definition of  a new workspace and collaboration that has almost become common to call the " digital workplace ": a virtual space, rich, relevant and available.
 
The relationship of a new type is served by "new tools" and encourages or supports, as appropriate, new behavior: remote work, management by objectives, time-sharing and / or adapted, transparent managerial practices, mutual trust, and so on.
 
It also paves the way for "virtualization" of the employee.
 
Virtualization, how far?
 
The question may seem surprising, but the answers that will be made are key to business.
In the logic of service, as in any relationship, it is possible (expected) to end existing relationships and from this point of view, little or nothing (except the contractual framework and in some countries it could be a mess) does changes.
 
By cons, which may change is the approach that the company may have of itself in the management of "human resources".
 
I mean a few years ago it was inconceivable to think of outsourcing some "tasks" considered key by the company and part of information technology department, human relations or accounting for example.
Today, many companies treat these needs through service contracts with external service providers.
Why not imagine that outsourcing could affect other sectors, services, departments of the company: sales, marketing, for example?
 
How far the company's future is ready to go in terms of "outsourcing" and "virtualization" of the resources it uses?
 
How the logic of services and new tools (digital workplace, cloud computing) could they open the way for a social different approach to work by replacing the traditionnal pattern (Taylorism) by  the notion of service delivery?
 
If some tasks are regularly subjected to "re-insourcing" and that the intrapreneurship is not subject to some consideration, how the employee can subscribe to this approach and be certain of its loyal character ?
 
Some open questions on which you definitely notice.
 
Thank you for your contribution.
 
*Management by Objectives
 
The French version is available here : http://wp.me/pYK1f-PW


#enterprise2.0 #intranet #SharePoint #governance.socialmedia #sharepoint #virtualisation
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