Traditional Organizational Development in Present Era - Essay Example

Traditional Organizational Development in Present Era Introduction Change has been a constant factor in the differing business strategies and tacticsand the organizations have adapted to this buzzword with all the might they could possibly offer. Change is something that will continue to make the rounds of the business ranks since it will always remain the ‘in’ thing. This paper presents a sound basis of the element of change within the business fraternities and discusses as to how change could be led and managed in an adequate manner. It has also critically judged the different aspects of learning attached with changing business policies and strategies and how the same could co-relate with the very same. Change happens with time and the way in which organizations adopt this change has always been highlighted in this paper. An earnest effort has been undertaken to present the different viewpoints regarding the varied nature of change itself. (Cyert & March, 1963) Role of Change in the Organizational Development Regimes of Business With the passage of time, the business world has evolved and so have the different methodologies and the ways and means through which it is carried day in day out. One needs to realize the fact that business is a consistently changing world and in this world only the people who are ready to change are successful. (French, Bell & Zawacki, 2004) Thus to put it in the related context, change is the only constant in the world and in the business scheme of things, changing to suit the will and desire of the customers and/or the stakeholders as well as doing one last bit to bring in more revenues and profits for the company just plays the right trick for the business to succeed both in the short term as well as in the long run. Businesses which stagnate over a period of time and do not change because of one pressure or the other usually die out quickly. (House, 2004) The ones that have existed thus far have relied a great deal on the phenomenon attached with change and consistent upgrading of the needs as put forward by the business and its norms. The employees have stood up and got noticed, they have done their share of work in a more effective and efficient manner as well as raised their productivity levels manifolds. Therefore change is one thing that has been going on for decades now, at least in the business world and quite rightly so the most successful ones of the lot are those that have adhered to the change game and have not resisted at any given point in time. Changing Times, Changing Course The world presently is trying to achieve just that and for this to happen, it has to make endeavors left, right and center so that a sense of pride is instilled in its populace that would ask them to take decisions which are not befitting for their own individual selves but also for the whole mankind in general. The business world of these times aims to limit the individuality that is present there amongst the people so that everyone would be considered equal and there are as such no differences or boundaries between the people, no matter where they belong from or which minority or for that matter majority group they owe their devotion towards. (Guest, 2002) Business world has to understand all the related contexts of the society because after all it has to understand the psyche of the audience to which it is answerable, in the forms of its different products and/or services or a combination of the both, as discussed before. (Lyons, 2002) Correspondingly, a business can move from a position of stability to one of a complete unstable stance as it acquires different means of gathering the market and its driving factors that come along with it. Organizational Development in the wake of Change A firm needs to draft change within its position with the changing times otherwise it will simply vanish in the wake of the competition and more so the customers, for which it actually exists. It must bring about certain efforts which are geared up to make it sound, look and eventually feel different from the rest of the lot and in the long run, have a selling proposition in it and in its products that help it in winning the customers time and time again. In order to earn profits on the part of a company, it is deemed very necessary for a company or a business firm to do something different than the rest of the lot so that it is considered as an entity that provides value and meaning for its customers different from the rest of the remaining lot. (Berkowitz, 2003) Changing Market Structures and Strategies The changing market structure calls for changing strategies and lines of action that would target the people for whom the product is actually designed as well as the competitors with whom the clutter is being broken in the environs of the marketplace. Thus competition brings in more and more quality at the end of the company with regards to its products as well as more sales in the form of its varied and changed stance on focusing towards the customers rather than the product itself. Apart from that, emphasis on need must be the order of the day rather than bringing out more and more varied stock key units just for the sake of it. The different products should satisfy each and every user rather than satisfy the people sitting in the innovation labs and those who invent just to take the company one step further. This trap should thus be avoided under all circumstances. Thus profits could come out in the middle when a company is the sole and dominant player in the whole market structure. This is the perfect scenario of a monopoly. This demands competition to come in but it has to be seen whether or not the coming competition is attacked head on by the dominant player or it has left on its own so as to improve the whole category and in other cases, just for the sake of competition. Thus the monopolistic competition demands a sense of responsibility on the part of the dominant and the sole player as it has to take steps which are essential for the up and coming firms and businesses and it must be kept in mind that the new companies are there to serve the customer better and in a new manner and the customers have every right to demand the very same. (Morgan, 1997) How to Manage Change? 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. (Deeks, 1993) Role of Top Management and Stakeholders in Change Process 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. 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. (Llewellyn, 2002) 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. (Streatfield, 2001) Changing whilst Learning within an Organization (Organizational Learning Schema) Managing an organization is also an important function which comes under the learning principles. It has case studies and best case scenarios to look up to whenever there is a problem or trouble at hand and it knows who the right person is to contact whenever there is some discrepancy within the system. Add to that the organization tries to keep its contacts, no matter in which capacity they are, at a maximal point and always keeps on increasing so as to become a socially active player within the relevant industry. The management aspect also stems from the fact that its knowledge base is intact and knows what is required of it. This knowledge base has the role of continuously improving the systems and working methodologies. It also has the best available middle management employees who know the technical basis of running the organization and whose potential can largely benefit the sound workings of the company. (Fonseca, 2002) Thus it is very important to understand that an organization which is willing to place the knowledge base at level with the top management when it comes to calling the shots (taking the decisions), is willing to experiment in a very proactive manner; one that can reap rich dividends in the near future. Learning within an organization can also be an intrinsic entity when there are special trainings and in house courses and seminars for the employees and stakeholders. By this process, these people come to know of the industry norms and what new activities are taking place in the world of relevant business paradigms. (Neely, 2002) Also it helps to improve the understanding and knowledge levels of these people who are tied in closely with the very organization in the first place. An organization which is willing to learn is such that can create value for its customers and provide more investment opportunities as far as its stakeholders are concerned. What this does is that it creates a competitive environment and spirit within the organization and each entity that functions within it, is ready and willing to give in their very best so that the eventual goals of the organization could be met in a positive and safe manner. The steps that the organization takes all this while are proactive which indeed works as a positive sign and the same should be the case at all possible times as well. We can easily summarize that an organization which is open to learning is a winner and can have all sorts of benefits and revenues up its sleeves, no matter when we speak of the short term activities or the long run processes. The organization strives to bring value to its customers, stakeholders and create an encouraging environment for the employees and workers. The aspect of learning is tied in closely with the organization since it has to seek future business activities, tasks and processes in line with the already completed research and surveys. Learning has to be the basic outcome of its activities and on those very learning principles, does the business survive. Now the imperative point to understand here is the fact that learning can not only be at the highest level, rather the knowledge management can even take place at the middle cadre and the special trainings help at doing their best as far as the lower level management is concerned. An organization which can learn can understand what are its responsibilities with regards to the society, the environment, its stakeholders and customers, its functions and different processes which have to be looked down up at with a legal and ethical perspective. (Megone, 2002) Planning Change in Organizational Development When one speaks of the organizations’ strategies as well as structures, change guarantees 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. (Hughes, 2006) 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. (Palmer, Dunford & Akin, 2006) 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. (Brown, 1996) What Organizations need to do in the Changing Global Environment of Business? 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. (Lamb, 2005) 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. (Ginzberg, 1957) The Future of Change and Conclusion 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. All said and done, change will reign supreme in the relevant business circles and will continue to incorporate different lines of action within the workplace environments the world over. (Bassett, 1993) Bibliography Bassett, Glenn. (1993). The Evolution and Future of High Performance Management Systems. Quorum Books Berkowitz, Perry. (2003). The Heart of Change. School Administrator Vol. 60 Brown, Stanley D. (1996). Implementing Change in a Correctional Setting. Corrections Today Vol. 58 Cyert, R.M. & J.G. March. (1963). A Behavioral Theory of the Firm. Prentice- Hall, Englewood Cliffs, NJ Deeks, John. (1993). Business and the Culture of the Enterprise Society. 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