Business and the Culture of the Enterprise Society - Essay Example

''Culture is the Key lever that managers and change agents should use in any program to introduce change in their organization.'' Consider the implications of this statement from both the mangers and employees perspectives using relevant concepts and theory. Managing change within an organization is one of the most significant aspects that come under its sound functioning regime. Only the companies which are able to come to terms with the new norms and practices are the ones that succeed not only in the short term but also in the longer scheme of things. This means that the company has to devise certain ways and means through which it can manage change, measure it and effectively counter the problems that come in its way all this while. The learning process, meanwhile on the part of the organization is immense since it finds out the exact mechanisms and procedures through which change is going to affect the employees’ and stakeholders’ relationship with the company’s central essence, which is the top management, making all the decisions that would eventually benefit the company in the long run. The change agents thus have to act in unison with the company’s top regime which is bent upon having further advancements and enhancements within the business and indeed the whole of the organization machinery. The statement thus becomes even truer in the light that cultural aspects are pretty much significant in the wake of a single voice for the effective portrayal of change as the same is echoed from the organization’s standpoint. A number of organizations around the world have time and again changed and altered their strategies so that they can reap the benefits of both the short term as well as the long one. This, they do in order to guarantee that the stakeholders remain satisfied with the workings of the organization as well as to ensure that its products and/or services are in the recall set of the target audience. However much more than this is needed to keep the organizations on track as well as serve in the best interest possible for all concerned. This would mean that organizations have to invest in not only a change in strategy over a period of time but also carry out related activities like proper methods of hiring, removing inefficient employees, investing a little more on the units which are ready to default as well as strengthen the cash cow strategic unit of the company, all the same. Thus a culture of managing change and indeed accepting it in the truest sense is imperative not only on the part of the managers but also the organization’s employees who should know that the new culture would only benefit for their own selves and would provide more room for their growth in the immediate future. The change in the organizations’ strategies as well as structures guarantee that the company is present and willing to do more than just provide products and services to the end consumers. It wants to make the people realize that the company is there and wants to do its very best by tailoring its strategies in such a manner that can only benefit them nonetheless. After all, a company or an organization without the target people is nothing more than an office set up with employees and employers working for no one, at the end of the day. Also the fact that organizations need to evolve over a period of time is testimony enough for them to grow within themselves and thus adopt and hold on to a new path altogether, one that will be their torchbearer as well as reap rich dividends for them not only in the present times but also in the future. These strategies are so much in alignment with the future goals and tactical perspectives that they fulfill what is really expected of them, both in terms of short term expectations as well as the long run. Planning is thus the key word here and for any multinational to succeed in the long run, it is of paramount significance to have a safe and sound plan ready and not only that but also be proactive in its approach towards the accomplishment of the plan nonetheless. The cultural aspects of change need to be grown so that there is no disharmony within the related ranks whenever the talk goes out loud with respect to a certain change, no matter the same is related with norms and procedures or even cutting down on jobs, etc. The basis of all strategies and structural changes that usually happen from time to time is on the shoulders of the top management where they have to decide whether or not the adopted strategy be the source of light in the coming quarters or years for that matter. It is only upon their insistence to have the same within their ranks that the new strategic planning is done in the first place. If the top management is not ready, it is very difficult for the knowledge organization, which really is the middle management of present times, to do even an iota of struggle. The multinationals for that matter depend a lot on the parental concerns, which at times, might be located off shores and there is no easy access to them as well. But then again it is all about finding out what the goals of the real organization are and then following them like the textbook proverb. The structural changes usually happen from time to time and more so without even informing all and sundry but what is more important for the workers and employees within an organization is to know that these changes would bring in more revenue for the said multinational organization and in turn become the basis for their own respective well being and success in the industry, both financially as well as socially. Thus it is not only about just adhering to the structural changes on the part of the employees in the literal sense but also understanding that these changes would do some benefit or the other in a combined effect as well as that on a personal level. Then only is the approach developed which keeps the organization’s individual entities going and thus they remain satisfied no matter what kind of problems linger on their heads. The changing global environment demands that the organizations are ready to change whenever the need so happens. They have to be on their toes all the time as well as carry out activities; both tactically as well as from the long term perspective that satisfies all the stakeholders and not just the consumers who receive their products and/or services. The organizational changes in terms of their strategies need to be chalked out with the facilitation of both the top management as well as the knowledge organization as they are the ones who actually have the much needed solid knowledge and information as to how the relevant strategies can be incorporated into the system of the organizations in the first place. The strategies are always drawn up whilst keeping the future in perspective while tactics usually change every now and then and are of short term nature. Hence it is the need of the hour to ascertain the exact combination of strategies and tactics and then carry them along well with what is needed by the organization, keeping in mind the short term and long term discussion. The bottom line remains the fact that the organization is bringing in changes for the people who are connected with it, in one way or the other and that the multinational organization is not bent upon satisfying its personal whims over an extended period of time no matter the same being true for fortnight duration as well. BIBLIOGRAPHY MILLS, Albert J. (2002). Gender, Identity and the Culture of Organizations. Routledge LEATHERS, Charles G. (2001). Telecommuting: The New Wave of Workplace Technology Will Create a Flood of Change in Social Institutions. Journal of Economic Issues Vol. 35 BERKOWITZ, Perry. (2003). The Heart of Change. School Administrator Vol. 60 GINZBERG, Eli. (1957). Effecting Change in Large Organizations. Columbia University Press FONSECA, Jose. (2002). Complexity and Innovation in Organizations. Routledge STREATFIELD, Philip J. (2001). The Paradox of Control in Organizations. Routledge DEEKS, John. (1993). Business and the Culture of the Enterprise Society. Quorum Books BROWN, Stanley D. (1996). Implementing Change in a Correctional Setting. Corrections Today Vol. 58 Word Count: 1,300 Read More