B6027 - Perspectives in Change Leadership : Module 5 - Assignment 2: Workforce 2020 Executive Report

Name: B6027 - Perspectives in Change Leadership : Module 5 - Assignment 2: Workforce 2020 Executive Report
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Executive report on workforce trends and leadership strategies for 2020 and beyond.

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EXECUTIVE REPORT - WORKFORCE 2020 1
Module 5 - Assignment 2: Workforce 2020 Executive Report
Course: B6027 - Perspectives in Change Leadership
How does E3 Designs' organizational structure, focusing on sustainability and
employee motivation, contribute to its competitive advantage in the environmental
design industry? Discuss this in a 500-600 word response, integrating concepts of
workforce diversity, leadership strategies, and future trends in sustainable design.

EXECUTIVE REPORT - WORKFORCE 2020 3
Abstract
This paper will show the viability of a speculative organization whose objective
is to turn into a pioneer in feasible outline and development rehearses. The organization
name will be known as E3 Design, where the organization’s center is on natural,
vitality, and proficiency (E3) in outline and development hone. This paper will break
down the present calling of natural and maintainable configuration and additionally the
sparks that impact the representatives inside of this organization.
Module 5 - Assignment 2: Workforce 2020 Executive Report
Organizational Analysis and Description:
The organizational structure for Environmental, Energy and Efficient (E3)
Designs is one that is made to be level or flat structure as opposed to a conventional
hierarchal framework; E3 is deliberately strategized to remain a generally level
association. This structure takes into account less administration (or center individuals)
and empowers a more straightforward line to the initiative gathering including the
CEO. See organizational chart in table 1. Comparing a rather flat organizational
structure with a more ordinary vertical association, what is clear is the capacity to have
a more transparent environment where data streams all the more uninhibitedly

EXECUTIVE REPORT - WORKFORCE 2020 4
between all individuals from the association, including direct lines to the CEO. Table 2
illustrates a more vertical and typical hierarchal organization. Table 1
The teams are made up of a diverse group of individuals, from a generational to
cultural diversity. This allows for E3 to have a truly global view of sustainable design
principles and strategies. For example, developing a multi-generational workforce in
2020 will allow for mature generational knowledge to transfer to Generation X and at
the same time, Generation Y, those newly graduated from college will bring fresh and
innovative ideas from academia into practice. Table 1 indicates fewer levels of staff. In
other words, without a vice president (VP) level and multiple project manager (PM)
levels, E3 Designs will be able to maintain a flat organizational hierarchy.
Table 1. Current E3 Design Organizational Chart seen as “Flat”

EXECUTIVE REPORT - WORKFORCE 2020 5
By eliminating these levels, communications between levels have opened and less
translation from a lower level to an upper level is needed. In Table 2, the VP and Jr.
Staff positions are accommodated in the senior PM and staff levels. This strategy will
also integrate a more diverse workforce in that the elimination of the deep levels will
allow for (at the lowest level) interns to be able to feel like they are contributing to the
organization by having a more direct access all the way to the top.
Table 2. Typical Vertical Hierarchical Organizational Chart Comparison

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EXECUTIVE REPORT - WORKFORCE 2020 6
The market place of sustainable design also sees this organizations strategy as a
competitive advantage. In those clients such as architects, engineers, contractors, and
individual groups will be able to communicate directly with the stakeholders in E3,
rather than having to answer to a chain of command in a hierarchal model. According
to Piacentini (2010), having a more flat organizational hierarch enables more effective
communication as well as employee buy-in. When constituents believe they are able to
contribute at many levels of an organization, they believe they are more a part of the
company, than when they are understood to be at the bottom or even the middle of the
company.
As previously indicated in this authors’ M4 A2 paper:
“The purpose of E3 Designs will be a commitment to the implementation
and the developing of a better design principles as well as the construction of
building practices. These design principles must address sustainable issues at the
global, environmental, and energy efficient practices.” (, 2014)
According to the Unites States Green Building Council (USGBC
http://www.usgbc.org), the current model for sustainable design is based on the
Leadership in Energy & Environmental Design (LEED) program. According to
their website (USGBC, n.d.):

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University

University College Dublin

Subject

Business Management

B6027 - Perspectives in Change Leadership : Module 5 - Assignment 2: Workforce 2020 Executive Report

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