By Martin Padulla for staffingamericalatina

Organization is a dynamic concept. In a context with permanent changes, our organizations absorb social, cultural, generational, political and economic mutations. Clearly, this process does not always come along with an adequate adaptation to such changes.

Nowadays, organizations need leaderships that have local, regional and global perspectives. A sort of leaderships that possesses more depth and complexity than what it used to require a few years ago.

Is a leadership capable of dealing with the current complexity all we need? It is definitely not. Though it is a necessary condition, it is does not suffice.

The key to developing a successful strategy seems to be linked to designing a flexible structure with combination of talent needed to achieve it.

In several cases in Latin America, this means a profound change of paradigm is needed. It demands thinking the organization using new categories and establishing extensive planning in order to anticipate market’s variations.

The most direct way to increase adaptation capacities is to have a flexible structure, which is a structure that may efficiently respond to a competitive, changing environment or, even better, that it may improve the organization’s competitive position.

Creating a flexible structure is possible in if an organization systematically analyses tasks’ distribution, processes, skills demanded and to be demanded and the internal communication channels involved.  This process may exceed the formal boundaries of an organization, getting more players become involved with achieving the strategic goal. Therefore, developing outsourcing processes, hiring temporary workers and freelance specialists are actions that are part of a strategic productive decentralization that aims to achieve qualitative and quantitative growth in the organization.

A flexible structure keeps stakeholders closer. Stakeholders are social actor that may be affected in a positive or negative way by the decisions made and the goals of an organization. Since R. Edward Freeman developed the concept, several companies understood their limits were vague.

The existence of stakeholders is a real fact. A socially responsible organization is fully aware of that; unfortunately, there are “short-sighted” organizations that still do not understand, or do not want to understand or cannot see this.

An important percentage of organizations in our region still have a long way to go. Organizations may go through part of that path by considering themselves as resilient, which means that they have high levels of adaptability and flexible structures that are integrated to the environment where these goals are daily accomplished.

By having a larger number of such organizations and preserving the concept of decent work that saves us from the scourge of informality, we would increase productivity, develop more competitive countries and provide more and better opportunities of economic and social development for the talent of our region.

About Martin Padulla

Managing Director of staffingamericalatina. Martin Padulla is Sociologist (USAL), MBA (UCA) and labour markets expert. He published “Flexible Work in South America” and “Regulatory framework for private employment agencies in Latin America” two books about the new realities of work in Latin America.

mpadulla@staffingamericalatina.com

About staffingamericalatina

It is the unique independent digital media specialized in Latin American´s labour markets.

Produce and spread contents, researches and developments about issues such us Employability, Youth Employment, Training for Employment, Decent Work, Private Employment Agencies, Active policies for employment, Teleworking, Public and private actions for the creation of decent work, Green Jobs and Corporate Social Responsibility.

It is the meeting point for companies, providers, candidates, service´s companies, academics and independent professionals of Latin America.

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