The Ever-Evolving Organization - Essay Example

The Ever-Evolving Organization Communication is a critical aspect in a company’s progress. Companies are advised to adjust their strategic goals and aims based on the response from external influence (Flock, 2006). It is evident that there are various factors, which significantly affect the functioning of an organization. In most cases, the external factors substantially affect the business environment. Some of the external factors that affect the business include technology, marketing conditions, legal and political changes and social changes.

On the other hand, the internal factors, which affect any organization, include the nature of the workforce, numerous changes in the managerial personnel, deficiency in the existing organization and inertia (Flock, 2006). This paper will discuss the reasons that necessitate organizational change. There are numerous causes, which may lead to organizational change. First, change in the political system can attribute to change in an organization. According to empirical research, most of the employees who work in government offices are usually discontinued whenever a change occurs in the political system.

These changes in the political system can create a radical change in various departmental affairs. Secondly, structural change can also justify organizational change. This occurs when administrative processes are introduced in an organization. In this case, old superfluous processes are normally replaced by new ones and the staff members are also required to get instructions regarding the operation of the new systems (MBA Knowledge base, 2012). Thirdly, process orientation is also considered as one of the main reasons that necessitate organizational change.

In this case, a company redefines its manufacturing procedure to logistical and warehousing operations. In fact, the structural shift in the creation of a product has a significant effect on organizational change. Fourthly, mergers and acquisitions can also affect the functioning of an organization. For instance, when two competing corporations merge in terms of performing business operations, the companies become streamlined and centralized. The merging of departments is one of the most recurrent causes of change in an organization (MBA Knowledge base, 2012).

The reasons mentioned above significantly attribute to change in organizations. In addition, multicultural cultures also cause severe dilemmas in organizations (Brett, Behfar & Kern, 2006). Therefore, for organizations to avoid this rationale, they are supposed to devise a methodology of tapping the commitment of individuals. Furthermore, companies and organizations do not have the ability to thrive unless they learn to adapt to certain practices and attitudes. As a matter of fact, companies have the ability to establish change initiatives after initializing reforms in the organization.

In conclusion, some of the other reasons that may necessitate an organization to initiate reform include the need to create better results. Senge asserts that learning institutions continually have to expand in order to sustain better results (Senge, Kleiner, Roberts, Roth, Ross & Smith, 1999). He also explains that the Systems Thinking Theory is critical in any learning institution. According to various researchers, The Dance of Change was documented to help the managerial staff and company executives to corporate with each other in order to change the ultimate force of an organization.

This is viewed as the basic reason of conducting change in an organization.ReferencesBrett, J., Behfar, K., & Kern, M. (2006). Managing multicultural teams. Retrieved from http://hbr.org/2006/11/managing-multicultural-teams/ar/1 Flock, K. (2006). Communication in organizational change. Retrieved from http://www.kipflock.com/store/pdf/organizational-change.pdf MBA Knowledge base. (2012). Factors affecting organizational change. Retrieved from http://www.mbaknol.com/management-concepts/factors-affecting-organizational-change/ Senge, P.

, Kleiner, A., Roberts, C., Roth, G., Ross, R., & Smith, B. (1999). The dance of change: The challenges to sustaining momentum in learning organizations. New York: Crown Business Press.