Organizational Objective - Essay Example

? Case Study Contents Contents 2 Introduction 3 Challenges Experienced By Company’s Management and Critical analysis 4 Application of Kurt Lewin’s organizational Change Process 5 Unfreezing 6 Change 6 Refreeze 7 Communication and Management Plan 7 Present hierarchical organizational and communication model 8 Proposed Flat organizational and communication model 8 Analysis 8 System Theory 9 Complexity Theory 9 Conclusion 10 References 13 Introduction No one can escape the change, be it individuals or organizations. Organizational change can be defined as a conscious effort on the part of the management of change agents of an organization to keep a constant watch on the environmental forces of an organization to audit their impact and influence on the business concerned and to find out actions programs through strategies to maintain the balance between the two different forces. The present study has been conducted in lieu to analyze the various forces influencing the change within an organization; the various factors causing hindrances in the process of change and looks to propose an action plan through which the organization can identify and overcome the forces against change and implement the process of change to achieve the desired organizational objective (McMillan, 2008, p.108). System theory is a particular concept that was initiated from economics, biology and engineering. These aspects used to explore several significant laws and principles, which can be comprehensively, implemented across several organization systems (Burke, 2010, p.61). On the other hand, complexity theory can be defined as the assessment of diversity or the heterogeneity and several external and internal environment factors, such as customers, departments, socio-politics, suppliers and technology. Most importantly, the complexity organization change theory used to focus on the micro-level parts in a complex organizational system. This theory can be applied after the overall outcome and engagement behaviour. In terms of the specific multinational organization basis on the case study, it is feasible that several operational, marketing and human resource problems are affecting the business performance of the organization. It is feasible from the case study that, the organization is tending to expand their business in retails. Moreover, the organization is focusing on the customer development aspect as they are tending to enter in the global retailing sector (Bell, 2008, p.22). Therefore, it is necessary for an organization to develop an effective marketing strategy. Moreover, the organization needs to implement effective HR policy n order to provide effective business output. It is feasible from the case study that, the organization is suffering from several problems, such as in adequate establishment of marketing and support activities, lack of flatter and virtual organizational hierarchy and poor HR policy. In order to overcome these issues, the multinational organization needs to implement organizational change in order to achieve the business objective. The major objective of the study is to propose an organizational change process strategy and idea for the specific multinational organization in order to overcome those problematic issues. Moreover, as the organization is tending to enter in the retailing business and trying to establish customer development process in their global business process, therefore, an effective organizational change process is importantly required. Challenges Experienced By Company’s Management and Critical analysis Organizational change is critical to the success of an organization. However there is very little doubt over the fact organizational change is usually inflected by various external and internal challenges. The organization discussed in the present context of the study is also not an exception when it comes to dealing with challenges (Buchanan and Huczynski, 2010, p. 221). One of the major problems faced by the organization is of over capacity. Over capacity is a phenomenon in which the supply is a lot more than the demand. Existence of over capacity could be fatal to the performance of an organization; as it may lead to high level of idle inventory causing marketing and operational bottle and necks and hence it is a major challenge for the organizational change agents. Next challenge would be the expansion into retailing which would require a different approach all together to run the business; especially from the perspective of marketing, sales and customer services. This would require the work force to acquire a different set of skills. The company also wanted to change the organizational structure to simplify the communication process. But the key challenges that were faced by the company in this domain were the old mind set of the people who are used to follow the hierarchical model. The management decided to implement a change management team to oversee the process f change; that did not work out. Then the leadership also decided that organizational change is a core HR activity and hence it should carried out by the HR department. However, it is to be understood that organizational change requires a lot more holistic approach and should involve all the departments. As a result the HR department was facing the problems as the department had to overlook the core activities also. This whole system also could have lead to communication and organizational bottle necks. However, later the organizational leadership decided to look for external assistance (Buelens, Sinding, Waldstrom, Krietner and Kinicki, 2011, p.223). Application of Kurt Lewin’s organizational Change Process Before applying the organizational change model it is important to a brief understanding of the model proposed by Kurt Lewin. It is a three stage model which includes unfreezing, change and refreezing. Unfreezing involves the preparation of the organization to the change. Once the organization has unfrozen the people it is time for the organization to keep them moving close to the change. This is the final phase where the change is shaping up and people embrace the change. Whole process is often viewed as changing a large ice cube in to a triangle (Maylor and Blackmon, 2005, p. 209). Unfreezing In this phase it is important for the organization to understand and determine what needs to be changed. Usually a research work needs to be carried out by the consultants to initiate the process of change. From the brief provided though it can be said that change requires in the domain of training and development, production procedure of the company and the overall organizational structure and commutation system. Almost the top level management should be involved in this process along with the consultants (Simons, 2011, p.275). Change It is the process of communicating the process of change to the organization. The management needs to communicate the benefits of the change. Rumours can be a major challenge in this phase; hence, answering questions honestly and openly would be the way to. If a problem arises it should be dealt with immediately. Also it is process where the employees belonging to all the levels should get involved (Boxall and Purcell, 2007, p. 131). Refreeze In this case the consultants need to anchor the process of change into the organizational culture. The consultants need to ensure the support of the management. The organization should ensure two communication systems through the application of feedback mechanism. Also the employees need to be provided training and support so that they can adapt the process of change (Redman and Wilkinson, 2006, p. 131). Communication and Management Plan One of the major challenges that have been faced by the company is the complex and hierarchy focused organization structure and communication system leading to complexities and hence the company is looking to change the communication system. It is proposed that one of the best ways to do so would be take a cue from the search engine giant like Google. Google has a very much informal organizational structure and people are encouraged to be self motivated and self responsible. Such approach can be adopted by the company. This would not only simplify the communication model, but also improve the organizational productivity and work environment. Also the communication process needs to have a feedback mechanism to ensure two way communications. Also when it comes to management of the whole process it is suggested that the company should follow theory Y as compared to theory X. This would improve the morale of the employees leading to increased productivity. This would also require less supervision on the part of the management leading to smoother communication and less confusion. Present hierarchical organizational and communication model Proposed Flat organizational and communication model Analysis It is feasible that, the multinational organization is seeking total change in their marketing strategies, organizational structure and human resource policies in order to achieve their business objectives. It is discussed earlier that, systems theory and complexity theory can be implemented into the organizational change process in order to improve the business structure and business process of the multinational organization. System Theory Strategy Implementation Action Time Period Employee Engagement in Decision Making Process 9 Moths. Change of Organizational Structure 12-15 Moths. Performance Appraisal and Reward Within 3 Months. The concept of system theory can be applied into the business operation of the multinational organization. This system theory will help the organization to change its organizational hierarchical problem (Dawson, 2003, p.32).This theory and practice will help the organization to undertake virtual and flatter organizational structure. As a result, the employees of the organization can also join in the organizational decision making process. This strategy will become huge flexibility in the organization structure. Finally, this change practice can provide effective business output. Complexity Theory Strategy Implementation Action Time Period Review and Re-construct HR Policies 6 Months. Controlling Work Environment and work ethics. 1 Year. Reconstruction of marketing support and Communications Process. 8-12 Moths. This theory can be implemented in the business process of the specific multinational organizational structure. The organization structure, human resource team, marketing teams and other operational teams are suffering from several problems (McMillan, 2008, p.108). Lack of effective human resource policies, staff training and marketing support will create a huge problem for the organization in near future. It is feasible that, the complexity theory can be applied in order to overcome these critical and complex problems and issues. Implementation of this theory in the business process will help the organization to improve the ethical structure of the organization. By execution of this theory practices, the human resource management of the organization can establish several organizational friendly policies. Moreover, by the implementation of this theory in the business process, the organization can effectively improve their marketing support and communication process that will help the organization to achieve the business objectives. (Dawson, 2003, p.32). Conclusion It is feasible from the case study that, the multinational organization is suffering from several management problems, such as inadequate marketing support, hierarchical organization structure, poor customer development strategy, poor human resource policies and many more. The organization is trying to enter global retailing business and tending to implement customer development strategy. One of the major issues faced by the organization is of over capacity production. Over capacity is an occurrence in which the supply is a lot more than the demand. Therefore, it is necessary for the organization to implement organizational and business process change in order to achieve business objectives. It is recommended that, the organization should implement Kurt Lewin’s change process. The multinational organization should ensure two communication systems through the relevance of feedback method. Moreover, the employees of the organization need to be provided effective training and support so that they can acclimatize the process of change. Specific change requires in the domain of training, development, production procedure of the multinational organization and the overall organizational structure and commutation system. Almost the top level management should be involved in this process along with the consultants. In terms of communication and management plan, the communication process needs to have a feedback device to ensure two way communications within the organization. It is recommended that, the organization should take a cue from the search engine marketing giants like Google. Google has a very much informal and simple organizational structure and the employees to be self motivated and self responsible. Such approach can be adopted by the company. This would not only simplify the communication strategic model, but also improve the organizational productivity and organizational work environment. The multinational organization should implement system theory and complexity theory practices in order to achieve the business goals and objectives. The concept of system theory can be applied into the business operation of the multinational organization. This system theory will help the organization to change its organizational hierarchical problems. On the other hand, Complexity theory can be implemented in the business process of the specific multinational organizational structure. The organization structure, human resource team, marketing teams and other operational teams are suffering from several problems. References Bell, G., 2008. Perceptions of Organizational Change from inside a School District-Wide Reform Process. Cambridge: ProQuest. Boxall, P. and Purcell, J. 2007. Strategy and human resource management, London: Palgrave Macmillan, 2nd edition Buchanan, D. and Huczynski, A. 2010. Organizational Behaviour. Harlow: Pearson Buelens, M., Sinding, K., Waldstrom, C., Krietner, R. and Kinicki, A. 2011. Organisational Behaviour. Berkshire: McGraw-Hill Education Burke, W., 2010. Organization Change: Theory and Practice. London: Sage. Dawson, P., 2003. Understanding organizational Change: The Contemporary Experience of People at Work. London: Sage. Maylor, H. and Blackmon, K. 2005. Researching in Business and Management. London: Palgrave Macmillan McMillan, E., 2008. Complexity Management and the Dynamics of Change: Challenges for Practice. London: Routledge. Redman, T and Wilkinson, A. 2006. Contemporary Human Resource Management: Text and Cases (2nd ed.), Harlow: FT/Prentice Hall. Simons, R., 2011. Human Resource Management: Issues, Challenges and opportunities. Florida: CRC Press Read More