The next elements of the model are what Nadler and Tushman define as the transformation process. This is where the organization’s components are combined to produce the outputs. They include the work to be done, the formal structures, systems and process, the informal organization, and the people.
Work The work is the basic tasks to be accomplished by an organization and its subunits in order to carry out the organization’s strategy. Some of these tasks are key success factors that the organization must execute in order to successfully implement its strategy. An organization’s work may be described in a very discrete way, listing, for example, the duties of a particular position, or, at the polar extreme, the basic functions such as marketing. Tasks may be nested in teams, requiring coordination and integration; be separated and independent from one another or configured in some other way. The tasks may be designed to require a wide range of sophisticated skills and abilities or require a narrow set of basic skills. The work may require sophisticated judgment and decision making or require people to follow standardized procedures. Existing task designs reflect past decisions concerning what needs to be done and how best to do things. These designs often reflect cultural beliefs in the organization and are, to a degree, a matter of choice. Chapter 5 deals with how the work is formally structured and organized.
In change situations, change leaders should think through the necessary shifts in key tasks in order to carry out the change initiative. This will assist in developing a specific gap analysis and change plan.
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