Organizational Change Paper

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Abstract

The article contains elaborate information about failed organization change that affects several organizations. It explains organization change theory in details by identifying systems theory approach as a most effective methodology to implement changes in the organization. The paper provides various principles and characteristics that constitute systems change theory. The document explains strategies applied in implementing organization changes in solving organization problems. The paper implements system theory approach to implement changes that occur during changes in technology, innovations, and research.

Introduction

Advantages involved in enjoying the economy of scale are contributed b y ability of organizations to adapt to changes in the global networked economy. Dominance to traditions and cultural practices in organizations are likely to fail in embracing change. Regardless of the prior success of an organization failure to adapt to current trends in the organization contributes to organizations being swept away. Studying an organization change that has failed enhance better operations and gives new insight to learn from a failure. Through identified organization change failure we easily prevent similar possibilities of encountering failure. Failure of an organization to adapt to changing circumstances is one of most dangerous choice that leads to business failure. Technologies change how organization operates and comes with different influences. Delay and dominance in the traditional way of processing, changing manpower as well implanting machinery in business operations makes contributes to the lack of better and improved ways of carrying out industrial operations.

Failure to Technological Change

A failing change in an organization means ignoring the implementation of technologies that have already been designed to improve business processes, operations, and transactions in a given period (David J., & ACM Partners, 2011). Organizations that lack to comply to new development and research on innovations have a high level of suffering from competition war in a business environment. Technology advancement facilitates meeting customer demands as well as accomplishing their desires according to taste and preference. Lack of arrogance in meeting new customer demands is rejecting direct impact on factors promoting clients and customer relationships. Failure to embrace new technology tactics leads to lack of competitive characteristics that maintain and attract customer within the business enterprise.

Growth and development of internet applications that facilitate digital marketing through social media are a changing technology that has failed many business enterprises. Due to fear and threat to the job security of sales people, purchasing managers, marketing personnel, and middles men, companies have neglected to embrace new change in various marketing industries. An example is the newspaper industries. Newspaper producing industries have failed to facilitate methods and strategies to implement advertisements, delivery of news as well as selling of their products via online platforms. As a result, new upcoming competitors have implemented methods such as blogs, news sharing, individuals news portals this has contributed to newspaper industries losing popularity. Books sellers and major bookshops have failed to implement new technology of dynamic websites to market their books, journals, publications and other learning materials (David J., & ACM Partners, 2011). They still hold to analog methods and strategies of over the counter selling of their products. However, the recent competitors such as Amazon, Jumia, and other online marketing platforms have gained popularity faster those former existing industries.

Innovations required in industries through implementation and improving the usability of portable devices has contributed to decreasing in sales volumes of major industries that produce handheld devices. The proliferations of human interactive operating systems in mobile devices contributed to the invention of touch screen devices which eliminated manual keyboard. Migration to new technology was adopted in various ways among mobile and computer producing companies. The leading mobile producing company in 2002 Nokia with Symbian operating system failed to implements innovations by producing new smart mobile phones (David J., & ACM Partners, 2011).  Failure to implement customer desired taste and preference mobile devices led to customers migrating to new devices produced by other companies. Google Company with Android OS, Microsoft Company with Microsoft OS, and Apple Company lead the market by inventing better mobile devices that incorporated new technological features desired by customers. Google, Microsoft, and Apple overtook Nokia in market share becoming better competitors. Nokia slow pace in implementing new changes led to the failure of the company in the market. Implementing and adapting current technologies has been a vital challenge to many organizations thus contributing to drawing back and delay in progressing positively to social changes.

Organization Change Theory

Indicators applied to achieve development include implementation of organization theory in ensuring organizations have the potential of implementing a particular change in most appealing form. Organizational theory can facilitate and drive organizations towards achieving various levels of development and growth required in an organization. Various organization theory applied include systems theory, organization development, social world’s theory, and complexity theory(David J., & ACM Partners, 2011). Organization theory guides us to understand the influence they have in facilitating and coordinating improvements within an organization. The most influencing theory is systems theory that facilitates and contributes to the high level of developing and ensuring a given change is implemented.

Systems Theory

Systems theory tries to combine various components of the organization by ensuring that various such characteristics of a company relate to each other effectively and efficiently. It promotes relationship and coordination of different entities, departments, processes and subsystems within an organization. It considers improving the entire organization by considering relationships that exist between and among various divisions in an organization. It brings together all parts of organization systems allow each element to take part in influencing a technology change. Systems theory guarantees proper measurement of organizational aspects such as improvement of infrastructure, development of tasks, innovation of new technologies, and proper utilizing of resources human as well as financial resources (Anne, et al., 2006). System theory facilitates changes by altering various variables within an organization by combining them together or dealing with one element at a time. System theory involves making informed decisions based on analyzed and studied workforce. The main aim of ensuring an informed decision is implemented to ensure that organization moves at equilibrium or beyond equilibrium of organizational change. An organization achieves equilibrium through considering effects of communication as well as patterns of culture that exist within an organization. Organization employees and entire surrounding society are seen as a system while company tradition, practices, and cultural behavior are viewed as patterns or trends.

Characteristic of systems theory is to ensure that we can learn about different systems by knowing something about another system. Systems can either be controlled or uncontrolled. Controlled systems data and the information are sensed using a detector, selector, and effectors functions that facilitate implementing a change based on information acquired. Detector function facilitates communication of information between systems. Selector functions determine rules that systems apply while making decisions (Ludwig, 2015). Effectors function is procedures applied in facilitating transactions between and among processes. Organizations are taken as a social system where al subsystems collaborate through communicating and running transactions. Systems theory involves learning organization divisions through cross section approach and development approach. Cross section approach deals with the interaction between two systems. Development approach is concerned with dealing changes in a system over time. Organization is improved through evaluating subsystems within an organization using various approaches which include holistic approach, reductionism approach, and functionalist approach. Holistic approach analyses system as complete systems that cannot be split into single units. Reductionism approach analyses systems through considering subsystems that exist within a big system (David J., & ACM Partners, 2011). Functionalism approaches analyses functions of the system through considering roles played by each unit within a system.

Systems theory guarantees applications of the internal consistent framework used for classifying and evaluating the world.  It provides scholarly methods and concepts for evaluating a system. The system guarantees the application of standardized and uniform approaches that implement scientific methods in developing and implementing a specific change. Theory eliminates all unnecessary duplication of labor processes and operations. Through the application of systems, theory organizations have the capability of viewing organization as an open system capable interacting with the environment as well as involving other operations desired in implementing organization valuables(David J., & ACM Partners, 2011). It allows considerations of the influence of open systems in the effecting environment through it input and output. It considers all interactive components that surround organization and its trends in obtaining feedback from environmental effects. Relationships within an organization are analyzed using three methods referred to as models. The first approach is called set organization model that implements a methodology called research dependency theory. The model deals with resources required in effecting changes as well as dependencies that require being incorporated in the organization set up (Bryan, 2009). The second model is referred to as organizational population model that ensure special collections of demands from environmental backgrounds. It considers competition framework as well as identification of limited resources associated with competition. The models seek at sealing gaps that may contribute to the poor rendering of completion. The third model is referred to as inter-organizational field model. It is concerned with a demographic study that analyses closely relationships that exist between or among surrounding organizations.

Implementing Organizational Change Theory

Organization requires having a clear definition of change by identifying particular technology or specific innovation that should be steered. Survey instruments, as well as tools to apply in change implementation, should be specified. Implementing change theory involves considering issues and variables as a group and determining self-referenced items(Anne, et al., 2006). Items focusing on collective commitment should be valued and considered in change perception. Planning change implementation process should facilitate the use of tailored elements or items to ensure that organization changes implement tools that support desired change. Effective implementation of complex organization changes involves developing an effective strategy or plan for implementing change, getting people involved and implementing change (Anne, et al., 2006). Clients should coordinate tasks so that implementation is done effectively. Changes implemented must be anticipating or preventing a problem that might arise during implementation.

Organization implements a particular change through modifying a plan that implements a particular change. Organization team members should be in a position of having policies that promote the organization to adopt a long-term policy that ensures that an organization has included an organizational readiness to change within their strategic plan.  A plan should have high commitment in implementing new technologies through constant desire and efforts in inducing an efficiency change. Organization team players should be ready and prepared to take an action. Plans that contribute to the effective and efficient implementation of technological changes include embracing a tradition that practice research and development (RD) strategies (David, 1993). Through RD practices, organization members have new ideas that should be shared within organization department’s worth to bring changes among members. Sharing research ideas enable organization members to have a practical goal of commitment in inducing new practice within an organization. Organization gets potential of resolving identified issues through implementing an action.

Implementing organization change involves individuals sharing ideas and the collective large number of people implementing an action by many people who contributes towards the improvement of ideas. Team sport steers the change implementation through guiding and convincing them to work towards accomplishing common goals. The first strategy should involve bringing together all resources and planning for maximum utilizations in steering innovation research. Resources and raw materials that should be collected include financial, material, human, and information resources (Bryan, 2009). Second organization readiness that implements organizational change is situational which does not require exhibiting a culture that value risk taking. Organization change implementation involves the implementation of high electronic record keeping and management strategies to facilitate better and overall implementation of recorded changes. Consistent leadership guidance facilitates coordination of processes like facilitating information sharing through social interaction (Ludwig, 2015). Individuals involved participating in sharing experiences and past efforts that induce past effort experiences among different organizations.

Organization processes such as attraction, selection, conducting research, among intra-organization groups and organization, can be implemented within the organization. Organization should consider analyzing of change valence by determining the most urgently required changes as well as most effective and efficient technology that can improve various sections within an organization. The second factor that should be considered while implementing organization change is change efficacy. Change efficacy is tendency of realizing cognitive appraisal of some change determinants such as task demands, resource availability and situational factors (Ludwig, 2015). The organization should ensure that there is an organization culture that has potential of embracing innovation, analyzing risks involved in implementing change and learning supports that encourage implementation of a given change.

Conclusion

System theory can be implemented in different scopes of life to improve operations and implementation of various systems in life. Implementation of systems theory in development and implementation of systems enable developers to learn and understand different varieties of physical, social, biological and behavioral process by facilitating communication. Different network oriented systems are usually considered while facilitating implementation of systems theory. The various types of communication networks considered include line, commune, hierarchy, and dictator networks.

References

Anne S., Jeffrey S., Geoffrey C., &Laura K. (2006). Models, Strategies, and Tools: Theory in Implementing Evidence-Based Findings into Health Care Practice. USA: Springer

Bryan J Weiner (2009). A theory of organizational readiness for change.

David J., &ACM Partners (2011). 2 Big Companies That Missed The Opportunity To Adapt To New Technology.

David S. W. (1993). General Systems Theory. 

Ludwig B. (2015). General System Theory



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