ORGANIZATIONAL STRATEGY 1
Connections that link the concepts of organizational effectiveness,redesign and organizational change
Benn et al. (2014) says that organizational change is affected byre-structuring the organization to achieve value and efficiency. Theorganizational change mainly affects the human resource department.The organization may change how the employees relate each other atthe work of the place, how they are motivated and how they relate tothe top management. Additionally, the three concepts are relatedthrough cultural change, technological change and structural change.Improving on the existing technology or obtaining new technologicalinfrastructure helps the organization to improve its products andservices, and creating core competence within the organization.Lastly, Benn et al. (2014) identify organizational capabilities as aunifying concept. This entails the use of the employees andorganizational functions to facilitate technological and structuralefficiency.
Howdifferent forms of revolutionary and evolutionary change are defined
According to Cameron & Green (2012), evolutionary change is agradual process, which affects incremental change at an organization.It has been identified that slower forms of change within anorganization take place with the aim of ensuring that theorganization’s structure and operation survives. Evolutionarychange takes place step by step, as the organization adapts totechnological and structure changes. On the other hand, Cameron &Green (2012) describes the revolutionary change as being sporadic andsometimes, unprecedented. In most cases, revolutionary change takesplace with top-down strategy. While evolutionary change is morereserved, and takes into consideration the organization’s survival,revolutionary change does not take into consideration learningprocesses and environmental logistics.
Challengesand obstacles faced by executives seeking to manage changeeffectively
Power centers and inter-party engagement: According to Cameron &Green (2012), in most cases, change does not favor all parties. Thereare several instances where certain change, be it structural or inhuman relations, one party feels like they are being discriminated.As such, power division comes up. One of the classical challenges wasthe split of Microsoft’s board due to warring factions, one sidingBill Gates while the other one is siding Paul Allen. The secondchallenge is resistance to change in the organization. While tryingto implement changes, the executives are most likely to meetopposition from members who do not wish to affect the change. A goodexample is in Google Company, where the CEO, Larry Page, had totemporarily quit his position and come back after negotiations hadbeen made. Finally, people’s habits may make it hard for anexecutive to implement change. Employees tend to be rigid totraditions that they are used to, and having them change may end upin conflicts within the organization.
The organizational development theory describes a field dedicated toexpanding knowledge and effectiveness of an organization’s members,with the aim of improving efficiency and delivering organizationalgoals. Additionally, organizational development caters for research,action and potential exploitation within the organization. The theoryemerged when psychologists realized that organizational structuresand processes influence the way that people work, how they aremotivated and how they behave. The key concepts of the theory includethe organizational climate, organizational culture, andorganizational strategies.
Someof the O.D techniques that can be used to pursue desired futureorganizational outcomes
Customer satisfaction is a key indicator of organizational success(Blackmore & Sachs, 2012). As such, the management should ensurethat customer relations are improved. One way of doing this istraining the staff, through workshops and other training programs,how to handle the customers and guaranteeing their satisfaction.
According to Blackmore & Sachs (2012), one of the reasons whycompanies have public relations officers and corporate socialresponsibility is to ensure that the community within which theyoperate approves of their operations. Therefore, implementingpositive community engagement programs helps the organizations tosatisfy the public and be in a position of serving them withoutproblems.
The major significance of the assignment is that it helps the learnerto understand the organizational strategy and how it is used to helporganizations achieve their goals. Also importantly, it introducesthe learner to real life experience of the theories and concepts oforganizational operations because there is the use of real-life casesand such. By completing the assignment, the learner adds theirknowledge of various elements of organizational operations such ashuman resource, operations management, public relations andorganizational culture. These are important in preparation foremployment in various departments of organizations.
Benn, S., Dunphy, D., &Griffiths, A. (2014). Organizationalchange for corporate sustainability.Routledge.
Blackmore, J., & Sachs, J.(2012). Performingand reforming leaders: Gender, educational restructuring, andorganizational change.Suny Press.
Cameron, E., & Green, M.(2012). Makingsense of change management: a complete guide to the models tools andtechniques of organizational change.Kogan Page Publishers.