Today in the business world, the market conditions are defined by the global competition and ‘ability to change for a continuous improvement’ is the key factor that keeps a company ahead in this competition.
In the construction sector, where the branches of the organizations are distributed in varying geographies due to its project based work nature and the separated teams cooperate via means of modern communication tools as virtual groups, successful management of the change and its application in the processes of a company’s organization is only possible with a continuous, systematic, and well-disciplined professional approach.
Rather than taking it as a reaction for the changing conditions, ERN Holding and Yıldızlar Group considers ‘change for improvement’ as a corporate culture and strategy thus values it as one of the bases for the Group’s management philosophy. Consequently, our Group manages ‘change’ continuously and dynamically with the contribution of its teams from all geographies and disciplines and with the involvement of personnel from all levels of its organizational structure.
Managing change and its effective implementation requires answers for the questions:
• What
• Why
• How
Since change requires adaptation to new working conditions and requirements, it is not only about “how people work” but is also about “what they think”. The effective and efficient adaptation of the changes, within our organizational structure, is succeeded via the appropriation of our employees. Raising individuals’ attention on change from ‘acceptance’ to ‘appropriation’ is only possible through participation to the process from all levels of the organization. Being aware of this fact, our group;
• shares the needs for and opportunities of the change with down to the least levels of the organization,
• secures the employees participation to the process, by gathering and valuing their opinions and considerations through a transparent communication line
• and only after change is understood and appropriated by the individuals, introduces the implementation in a planned and a systematized way and under the supervision of a team of specialists.
Another dynamic of our change culture is the strong leadership that we provide through this dedicated team of specialists. By virtue of this leadership, whilst creating a strategic vision for the future of the Yıldızlar Group, varying goals of different organizational units are being integrated within the collective targets of the Group and as a consequence, a complete motivation and participation of these units to these collective targets are ensured.
