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Julio Furtado
Consultant, Angola
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BPR Works only Top-Down
I am a BPR envangelist and in my experience BPR is only effective if it starts from the top, i.e. when senior managers accept the challenge to first revamp their mental models of management before they engage in the process. Otherwise all BPR efforts will not work.
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Barrie McKinnon, United Kingdom
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BPR Works Only Top Down Not sure that your experience is BPR specific. Unless senior managers embrace change and unlock their preconceptions of what the "new" will be, then any change will be difficult. Once when there is an "unlocking" then radical innovation should and can come from any direction as long as it is communicated and challenged appropriately. Build capacity - develop the future!
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Julio Furtado
Consultant, Angola
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BPR is Top Down Definitely Barry, I agree with your points. I love BPR and I preach it to my clients but advise and recommend them to embrace it if they have the courage to (re)start things from scratch i.e. put first things first or if you will, "challenge their own status quo". If they have the guts to proceed, then I am with them. The rest (results) will come naturally. Of course with focus, purpose, good communication strategies, innovation and action. Cheers.
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Muhammad Nauman Habib
Professor, Pakistan
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I Don't Think So I am not sure about your experience however, no change can be effective if it is top to down. This is the reason why BPR fails about 70%.
Learning organizations will always take employees on board before any transformation. If you don't, your training cost will eventually increase and it will take longer or even a rotten fruits.
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Hamid Rezaei
Student (MBA), Iran
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Collaboration is not The Main Idea of BPR Agree with @Barrie McKinnon's viewpoint. BPR is commonly viewed as a top-down solution from management. Study of BPR literature simply prove it. No doubt the organization's people have a critical role at high score of initiative success, but collaboration is not "the main idea" of BPR.
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