Organization Hidden Power

Many organizatins suffer when they try to change the vision, strategy and structure  they face great challenges and resistance of change, despite the organization review of all the steps, plans, programs and the approval of top management of implementation and the use of experts from abroad, so what is missing?

Organizations are working on preparing plans and programs to change the structure, technology, procedures, policies and strategy. These are all tangible things that are easy to change and know their outcomes and measure the results, therefore, the decision is easy made to make change.

But the missing part is that change is also affecting a hidden power and it is a foundmentsl part in the organization, like the way people think and behave as the picture  shows some of the hidden power like organizational culture, employee satisfaction with the current work environment, they know and familiar with the negative and positive aspects and the way they work for many years and there are other influential hidden forces also  .

Because the plans, programs and strategy did not cater for those hidden power as number one in the change list to work on you will find what happen in most organizations they fail in the process of change and loss of time, effort and resources and they do not achieve the desired result.

This led the global organization to research and they found that the first reason for the failure of change in the initiatives and strategies of the organization is the human element, and in the same time the human element is the reason for success, so the decision has been taken to adopt the strategic human resources that contribute, support, develop and manage strategically and systematically to plann the vision, strategy and culture, engage employees based on their experience, talents and behaviors to serve the organization, develop their department services to achieve their goals within any change program or initiative.

Making a decision to transform employees' affairs into strategic human resources is not a simple job and requires a lot of time, effort and experience, but its return on the organization is much more than the amount invested by the in.