Institutionalization is quite common in a company. Employees get routine life everyday. This phenomenon is inevitable actually. However it is the company’s responsibility to make the change. The characteristics are very apparent such as the little room for new development, numbness for accepting new ideas and no spur to take any challenges. The reason for the appearance of stagnation in the institution can be divided into two aspects, internal factor, and external factor. Three approaches have been advocated in this article to consolidate the institutional function in the company.
Employees receive training to do their work, which they are quite familiar with. The expertise makes them perfect in their field. However the model of working has been created after a period of time. Room for advancement is slim. The institutionalized employees are paralyzed to take any risk for challenges or opportunities. No new ideas are posted or created under such routine working model or structural system. The company will fall into the dilemma of stability and fossilization.
The reason to explain such phenomenon can be classified into two categories. Internal factor is the inside need for employees. They get used to the model-the institutional system in the company. They are the institutional tool for the company. Employees like that do not have ambition to make the change for work. They are trained to accept the task allocated to them. External factors are the policy of the institution, the structure of the working system and the superficial sight of the company. The company should have its unique working system. The institutional system will be unsuitable despite the perfect advantage it has. Training should be in accordance with the acceptance of the employees. More suitable training program, further working experience in the international office and corresponding theory study should be provided by the company. Company should be committed to producing the outcome such as the profits, the choice of appropriate institutional system and the reasonable allocation of human resource.
First, the company should put the improvement and management of the institutional system in the first place. Managers should consider making some change about the structure of the institution if no obvious improvement of the working system is made. Secondly, company should fully make use of the institutional advantages, such as efficiency, convenience and viability. Finally, the company should take the need of employees into account. In other words, the company should rethink the need to make employees feel encouraged and stimulated all the time (Galaskiewicz, 1985). Human resource is the main participant in the overall institution.
For a company, innovation and originality are imperative elements in the institutional system. Managers should make their decision in the long run. Long-term preparation for company will definitely bring more profits for the company. Institutionalized employees should be offered more motivation, urge and courage to confront the potential risk. Meanwhile, employee should be given more chance to interact with experienced workers. Opportunities lie in the innovative reform and original ideas to make some change about the routine model which can not be profitable for a long run.