Companies today face a unique environment, one that demands flexibility and fast response to changing business needs. In response, many businesses have adopted virtual organizations: decentralized, team-based and distributed structures that are supported by the advances in communication technologies.
Every virtual organization is unique. They come in all shapes and sizes, in different locations, and have no defined structure. Such an organization can modify business processes in a dynamic way to meet market demands, to coordinate contacts, to define different boundaries over time or according to customer, and to organize components’ relationships as needed. In order to do this, the virtual organization’s employees, teams, departments, units, or firms, must be distributed geographically, have to be functionally and culturally varied, electronically linked, and connected through lateral relationships.
Virtual organizations add value to their clients by building networks around them. No control or direction is required; instead, these want to display processes that demonstrate leadership, coaching, facilitation, and contracting skills.
Virtual organizations help their customers by improving their own performance, careers, and personal lives. They are collaborative organizations that acknowledge that the old hierarchy-based structures are not valid anymore.
Some fundamental values that guide the work of a virtual organization are:
– Steady learning
A virtual organization is an educative one. It knows that behind every true change there is belief, and the education on those beliefs will allow for a fully dynamic environment.
– Works by example
Successful virtual organizations walk the walk and talk the talk. Their objectives are clear and achievable, leaving nothing behind.
– Interdependence
These organizations work to create interdependent relationships with their clients, suppliers, and everyone else related to their business. They help companies move from dependence, to independence, where it is easier to work and add value.
– Customer understanding
The real focus of virtual organizations is on the value of a long-term relationship, not on the worth of a short-term transaction.
– Win/win philosophy
Every relationship started and developed by a virtual organization must be valuable for both parties. There is no such thing as I win; you lose.
– Respect and courtesy
The organizations show genuine respect and interest in all of their clients and partners.
These values, in turn, give birth to the following factors, which are critical for success:
– Value
Every client must feel that they are getting much more worth than what they are paying.
– Constant improvement
Virtual organizations are always checking their processes to ensure the clients are getting what they need and more. They always want to do better.
– Impartiality
A virtual organization works under the premise that all its clients are equally valuable. Every time a possibility of partiality emerges, the clients should be informed about it and its consequences.
– Communication
The philosophy is of constant, clear, open, and friendly communication all the time. In order to be successful, virtual organizations require modern information technology systems 24/7.
In order to be able to survive and excel under the new market panorama, pharmaceutical companies have to implement new practices and invest in the professional pharmaceutical consultancy that will be able to guide them wisely through troubled waters.
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