Organizational Context of the Companies - Research Paper Example

? ID Lecturer Organizational Research and Theory Within the organizational context, it is important to take notice of the environment that exists within its fore. What this means is the fact that an organizational environment is the basis of its success premise and without this happening, there would be serious anomalies that will take place. An organizational environment is therefore important to understand, more so because it sheds light on the fact that its sense of optimism is linked with it. If the organizational environment is not properly aligned, there would be serious problems that would exist, and which need to be tweaked or even brought to a complete halt and then start from scratch so that the vital organizational value can be derived. Hence this remains a pivotal understanding that environments do shape up the organizations and vice versa (organizations shaping environments) because these are inter-linked and bring the value that is envisaged from their domains. What is even more interesting here is the fact that the organizational environment is the embodiment of how an organization would try to inculcate its culture amongst the people who work within its folds and the ones who are externally linked with it, i.e. the stakeholders, customers and the third party middlemen. Thus there is immense linkage happening at different perspectives and positions. In this paper, an effort has been made to comprehend how the organizational environment brings value and how both the organizations and the environments shape up each other, while discussing the basis of coalitions and their pertinent contexts. Also professional understanding of the issues that explain the basis of the organizations and the reason as to how these organizations are strategically related with their environments is made note of. Managing the organizational change and the transformation processes are deemed as very significant for gaining an understanding that is related with the organizational environments. If these change elements are not producing the value quotient that is expected out of them, then this could mean serious issues coming to the reckoning of all and sundry. If however these change elements are shaping up the organizational environments then this is a totally unique and different matter altogether. What remains to be seen is how the change discussions center on the organizational environments and what are the aftereffects of the changing scenarios that are taking place within an organizational context (Macher, 2009). If the company believes in manifesting change but not in drawing up an environment which is true to its employees and indeed the entire organization, then this would mean merely working towards changing but not properly bringing in any successful areas within the change premise of the organizational environments. If however the change is in-depth and has a long-lasting value and ramification for the organizational environment, then this change has happened for the wellness of the company and it must be appreciated across the board. The need is to remain one step ahead and be proactive about the dealings of the organizational environments so that change is a vital element and not something that happens on its own. Organizational change is indeed the changing over or transformation of cultural and social values as well as the human linkages over a period of time. This time duration usually depends upon a host of factors which essentially makes up the organizational change in essence. They key features of the organizational change are that it takes place on a constant basis and is proactive for most of its undertaking. It is brought forward by an organizational intent yet its planning phases are not decided by anyone. Within an organizational context, the environment is very important because it is the environment itself that shapes up actions and behaviors on part of both the employees and the top management realms in the organization. If the environment is such that there is less room for creativity and innovation, then this would mean that the organization is not ready for new ideas, and is thus stuck in the rut, which is unfortunate to state the least. The environment holds all the more significance because it is the basis of cultivating a positive image of the organization, both for the employees as well as the end customers who are banking on this organization to meet their expectations in the form of products and/or services. Such understandings are drawn upon the fact that an organization must depend upon building an environment that is suitable for just about everyone, and takes into consideration important elements of growth, development and productivity for the sake of the employees in the long run. What is even more important is an understanding that an environment is the backbone of delivering results for the sake of the organization, because if this is not structured, there would be many problems for the employees working under the aegis of the organization in essence. Since the organization depends on the environment, the environment also depends on the organization for achieving results. Hence the inter-linkage between the organization and the environment is all the more natural as it delivers results for one another. Organizations generally believe in having environments which will have more entry points for the people rather than divulging in acts that have exit areas. What this implies is the fact that the entry points would ask for the employees, the management and the related individuals to manifest their truest form and thus reap results. The environment should be such that there is encouragement for the people who want to bring about a positive change; a change which shall mean more productivity for the business than any other thing imaginable. These indeed are some of the entry points which are discussed within the realms of the organization, and which shall embody the basis of success within the environments that are inculcated and fostered across the board. The encouragement is all the more necessary because it asks for proper documentation of tasks and activities, than any other aspect imaginable within the related contexts. Organizations should always be open to ideas which are something that is refreshing and encouraging enough to achieve sound results and end objectives at the end of the day. In the world of today, external marketing environment has gained a lot of essence due to the fact that it brings into picture the real role of the channel members, middle line managers and wholesalers as well as other personnel who do their bit towards completing different activities and tasks, coming directly under the auspices of the organization’s hold (Flynn, 2011). What is therefore necessary in such a situation is to be open to all forms of criticisms which could be raised by the various stakeholders and parties hailing from the external marketing environment and the related regimes. This will present the said organization with a host of options when it devises a plan to counter the problems which it is facing at the hands of the external marketing environment and the different players present within the very same environmental settings. The external factors, which affect the success of the particular business, have to be kept in mind under all conditions whereby opposing the proposals given by one can easily mean the avoidance of the same shareholder or proposed party to stay away from the business which can be a huge setback. Change has to be a constant dynamic in the international arena of marketing but it has to be brought about in a cordial manner, both for the shareholders, investors, owners and the like as well as the ones for whom the business is serving, i.e., its customers and clients. One of the major issues that are faced by firms when they decide to plunge into the ranks of the external marketing environment in an out and out manner is to understand the culture and language of the place they have invested their money and resources in. This means that the new alien land becomes a problematic equation for the people who took the decision to move to that city or region initially. An environment which is hostile in nature would not bring any value for the sake of the organization. What it will eventually do is to force away the employees from its own domains. This environment would always be seen as a rivaled one because the employees would feel that they are being threatened for a number of different reasons (Sandberg, 2011). Their understandings would be such that they would not reap any benefits, be them the due ones or any other. Such environments are always seen with a sense of skepticism because there is absolute anarchy within the related ranks, and it is advisable to change the course of such environments so that sanity could prevail within the ranks of the organizations, and hence more success could be achieved at the end of the day. Hostile environments would keep away the employees to give their best within the work domains and thus the entire organization would suffer as a result. The hostile work environments would always keep away the creativity and innovation to enter the realms of the organizations and the employees would feel that they have been hard done by. The hostility is sensed because the employees feel that they are being given a tough time at the hands of the organization and it is the organization’s responsibility to make sure that the environment remains safe and sound at all times possible. One thing that is missed here is the fact that the employees often forget that they are a part of the related environments themselves and hence it is up to them as to how they make or break the environment in the long run. Now if they do not pay heed to such pointers, there will surely be problems under the aegis of the organization. The element of interaction is important within an environment because it produces solid and long-lasting results. It helps the organization to inculcate an environment that shall bear rich fruit at the end of the day. What is even more significant here is the comprehension that the environment which encourages sound interaction regimes amongst the employees will be the one that is termed as the most viable one for the employees and the organization in the long run scheme of things. The interaction mechanisms are making the employees to remain in touch with one another whilst being a vital part of the organization itself. It will produce results because hard work and dedication is put into the drawing up of an environment within the organization (Jones, 2010). Interaction that is based on making the employees feel confident of their own selves and of the environment around them is indeed a definitive positive that one can think of. If this interaction is marred with issues and problems which are either of a personal nature or even from a professional context, then the results will not be sound and based on logic at all. These results need to be adequately drawn up because these shall be the basis of understanding the nuances related with the organization and how it creates an environment that speaks for its own self. From the strategic perspective, the organizations require environments which could foster growth and productivity across the board. This would mean that the environment shall be drawn in such a way that there is immense significance for the employees as per their relevant work realms and the manner in which they interact with the people around the organization. If the environment is such that there are problems lingering in different angles and ways, this would mean that the organization is drawing up for failure in the long run. The growth and productivity ranks depend dearly on the premise of understanding that environments which are drawn up in the name of optimism do bring up value and quality at the end of the day. The strategic perspective of the organizations is also made apparent through a collective understanding that these organizations will be able to meet their objectives and end goals, and thus achieve what they really want to have in entirety. This will be the source of inspiration for the top management which wants to be on top of its game and attain the very best in the times to come. The long term success of the organization depends on how well placed the employees and the kind of understanding that they have attained with the passage of time. It will suggest the ways and means through which the organization could find out the best ways and means as it goes about finding the success paradigms and relishes the chance to explore even further in the times to come (Chen, 2008). How the organizations view the entire process of the organizational environment debate is something that needs to be properly drawn up. What this implies is the fact that an organizational environment will create room for further growth and development within the relevant realms. If the environment is such that it does not create productivity, then it is better for the top management to scrap this environment once and for all, and start from scratch altogether. What is even more quintessential here is to comprehend that success can only be achieved when the environment brings in the people’s best known as well as hidden strengths to the fore. The weaknesses also need to be tapped but then again these should be understood in such a way that these change into strengths with the passage of time. The organizations of present times are therefore doing their utmost to change the beliefs held by the people that they cannot bring in environments which are sound and adequately placed. In the end, as concerns to an organization, its environment impacts the manner in which work is basically carried out. More than anything else, it adheres to the different purposes of the discrete services and the related achievements with the passage of time. This brings to light the notion of discussing the environmental basis of the organizations themselves. For starters, these organizations might not be that easy to understand. These can encompass a variety of different aspects, features and traditional mindsets which make up their environments. An organization can either be formally aligned in its ways and means of doing things and different processes or the same might just be in a way which is informal in quite a few of its activities and tasks. The manner in which it runs across this paradigm is something that needs to be analyzed and understood properly. This shall produce the vital link between the organizations and their attached environments. Both of these tenets depend a great deal on one another and it is about time that the literature held fast on to this adage as well. All said and done, an organization’s environment is the basis of all its actions, initiatives, underpinnings and behaviors, and therefore it is pertinent to study the same from all angles and perspectives, as has been stated with research and evidence of studies. References Chen, C., 2008. Linking the knowledge creation process to organizational theories: A macro view of organization- environment change. Journal of Organizational Change Management, 21(3) Flynn, S., 2011. Can you directly motivate employees? Exploding the myth. Development and Learning in Organizations, 25(1) Jones, G., 2010. Organizational Theory, design, and change (6th ed). New Jersey, NJ: Pearson Prentice Hall Macher, J., 2009. The problem solving perspective: A strategic approach to understanding environment and organization. Advances in Strategic Management, 26 Sandberg, J., 2011. Phenomenology and organization theory. Research in the Sociology of Organizations, 32 Read More