ATTN: PAPERSGURU/REVISION NEEDED

Running head: THE ISSUE OF HOLACRAZY 1

THE ISSUE OF HOLACRAZY 5

The Issue of Holacrazy

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The Issue of Holacracy

The first instance that is important in this case is the issue of defining holacracy. The situation means or pertains to the prevailing and the world-tested technology that is involved in an agile and a purposeful organization. The notable aspect that is related to this situation is replacing the prevailing top-down structure that has been used by many organizations to run their firms. The holacracy structure of organization is also involved in doing away with all the forms of management and ensuring that a firm is entitled to issues of lean and a purpose-driven organization, (Pepijn, 2014). Therefore, the approach is highly involved in making sure that the old and the prevailing structure of organizing the organizations has to be done away with and that the prevailing structure is the one that is running the organizations and that none of the individuals would be involved in compromising this structure since it has numerous advantages to an organization.

The other instance to recognize as far as this approach is concerned is that not many organizations have embraced this practice. The reason is that the activity is a new practice and it is one that not many of the organizations have used or are familiar with. In most cases, organizations are used to the top-down structure and provision of information from the top structure to the bottom structure and in such a situation, the issue of holacracy or doing away with the top-down structure within the organization. It becomes a difficult thing that can be attained in organizations, (Kumar, 2018). Avoiding the past and the prevailing information within a given environment or organization is a hard activity to achieve. Therefore, the issue of holacracy is a hard thing but one that could be attained at all the costs. Comment by Ericka Hawkins: This is saying the same thing as on the next page Comment by Ericka Hawkins: How can this be attained & why is it hard to at all cost. What is the cost?

The other finding as far as holacracy is concerned is that certain organizations have failed to implement it. The reason is that the practice is new in the business world and the majority of the people are less-familiar with it. As a result, they are likely to oppose it as it claims for doing away with the top-down structure which is a common practice within the majority of organizations. Since the practice is a new undertaking, examples of organizations that have tried it exist and they include the utopian organizational structure. It is an organization that failed to implement the holacrazy structure since the majority of the individuals in this firm were not inclined to the point of doing away with the top-down structure. The reason is that this organization is mainly involved with the other categories of running an organization such as the top-down structure where commands are run from the top person and the individuals under the top managers are tasked with deciding who the information or command they will give will land to. The Cake HR is also an important organization that failed to implement the aspect of holacracy as this firm tended to embrace the abolishment of top-down structure and would embrace the issue of the control from the top managers or leaders as they are the people deemed to provide information while the followers are meant to go as per the situation. Comment by Ericka Hawkins: This is repeated Comment by Ericka Hawkins: ‘utopian organizational structure”…is this a organization? Who are they…you need to back this up with a reference. Comment by Ericka Hawkins: Describe who Cake HR is and use a reference for this statement.

The issue of holacracy in the organizations is an activity that requires time to implement as certain individuals feel that they are being deprived of their essential seats and positions that they should be sitting in and also dominating, (Nair, 2016). As a result, leaders in these organizations are likely to object the position of having a holacracy structure of an organization as such individuals intend that they will keep their positions and also be at the top leadership positions in the organization.

Question three

Organizations have tried to implement holacracy. Notably, not all the firms have been successful in implementing it as numerous firms failed to implement it. However, certain firms managed to implement it and this brings about the issue of the advantages and also the disadvantages of holacracy. Therefore, it would be claimed that those firms that embraced holacracy are those that felt it was highly advantageous while those that failed to embrace it felt that the practice was not advantageous to them. In case a practice is reasonable to people or an organization, then the firm is likely to embrace it despite a situation where an organization feels that the practice is unacceptable to them, (Velinov, 2018). As an essential way of summarizing the situation, it is important to argue that holacracy is not an easy activity as the majority of organizations have failed to implement it while it is only a few firms such as Zappos that have successfully implemented this practice. It can also be argued that one of the reasons that make this approach to not be effective is that the majority of the firms are unaware of the results of embracing it. Therefore, firms are highly inclined to avoiding it since they cannot tell its results unlike it is the case with the other structures of leaderships that embrace the top-down structure in an organization where they can tell what their results are. Comment by Ericka Hawkins: Zappos is what kind of company? Did they have any issues and if so how did they manage to overcome them? Talk a little more about Zappos being successful. Comment by Ericka Hawkins: Use the information from the powerpoint slides 7 &8 in the findings. Some things are repetitive and in your paragraphs. Remember to spell HOLACRACY CORRECTLY.

References

Pepijn van de Kamp. (April 2014). Holacracy- A Radical Approach to Organizational Design. A journal on the influences on project success and failure, 13(2). Pages 13-26.doi: 10.13140/2.1.3740.8645

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