The Performance of Organization in Determining Success or Failure of Change Efforts - Term Paper Example

The Performance of Organization in Determining Success or Failure of Change Efforts In terms of change efforts, it is always advisable for an organization to be on its toes as far as the industrial concerns are related. This is because organizations are constantly on the move and are undertaking efforts to make sure that change remains the key, though in a positive way. These steps help the basis of growth and development within the realms of an organization and more so within the domains of an organization that is geared to make it big within its relevant circles of business development. Change comes about in a natural manner when there are concerted efforts to have things done in a very amicable way. If the top management has a proactive feel about the change avenues, it will always make sure that the organization is geared to achieve success on a consistent basis (Berkowitz 2003). These steps should be undertaken by the organization to make sure that the change regimes are in place and are being adopted by the different tiers within the realms of the organization. The performance regimes depend a great deal on the ways and means through which the organization is gauging the facts and figures and in light of the same, the different recommendations and conclusions are drawn up from time to time. In essence, it is always a good practice to have as much consistency within the efforts as possible as this will bring in a huge amount of success. Discussion on Ethics of Organizational Assessment Ethical discussions are pertinent because these embody the basis of its success in the long run from a holistic perspective. Moral values and justifications are important from an organizational standpoint as these are looked upon in a very positive way. These help the basis of building hierarchies within an organization and thus bank on the premise of bringing about a solid change, a change that is long-lasting and happens on a consistent basis (Streatfield 2001). An assessment for any organization will suggest that ethical considerations are significant and that these will tie up the employees with the rules and policies that the business concern teaches from time to time. In fact the human resources management concern has a huge role to play within the entire mix as it dictates the basis of success or failure as far as the ethical talks are related. Any organization would direly require the correct incorporation of ethics within its folds because this embodies its criteria for attaining success or the lack thereof, in the long run scheme of things (Robbins 2004). The organizational assessment gains quite a fair amount of share within the discourse that bank a great deal on the organization itself. These are pertinent towards the long term success of the organization and bring in stakeholders and customers who believe in quantity rather than mere talk alone. The senior leadership should understand that an organization which has an ethical tilt will always be dealt with in a fair manner within the industrial concerns and all the related publics will hold it in a nice stead which is a definite plus for the sake of the organization. Analysis from Leadership and Follower Perspectives The leadership and follower perspectives are somewhat different in their contexts as these depend a great deal on the ways and means through which the organization is basically run. In the long run, the organization shall always be limited to the leadership and follower perspectives because these bring in the much needed attention on the part of the two, and which is indeed imperative for the organization both from a short term viewpoint as well as for the stance that is based on the long term. Leadership brings about success if it exactly knows what it wants, and what examples it wants to set for its people as well as for its own self (Roney 2004). The dynamics of understanding depend a great deal on how things shape up within the organization and how the different publics view the entire ballgame of growth and productive development. Analyzing the follower perspective has meant that the employees are studied in-depth and their comprehension are followed on a very one to one level. The leadership and follower perspectives have a lot in common – more so when the end result is one that depends a great deal on the long term success of the organization as well as its different resources, the people involved and the processes which bring about success day in and day out. Recommendations and Options to Improve Performance Performance can be measured in a number of different ways. The most important include the pointers that bring about success for the sake of the organization as a whole. These are important considerations and should always be judged in the same manner. The performance levels are significant to decipher and more so within the changing times when a lot of essence is paid on the fact that the employees will give in their best and thus bring about accomplishment in a number of different ways. The recommendations for imp-roving performance depend on how well organizations have adopted on the buzzword of developing their own employees in terms of seminars, workshops and on the job facilitation programs, etc. to name a few (Dean 2002). Then there are other options in the form of third party appraisals and analyses which will suggest how the firms of today can set benchmarks for their own selves, and thus enhance growth and development in the long term. The organizational success must remain supreme because this encompasses quite a few grey areas – most important of which include the basis of highlighting the weaknesses that exist within the domains of the organization and how these will be addressed to make sure that the organization remains supreme and all its resources are tackled in a head on manner. Then again there are quite a few areas which the top leadership knows and which can always be taken care of as and when the need so arises. References Berkowitz, P (2003). The Heart of Change. School Administrator, Vol. 60 Dean, J. (2002). Implementing Performance Management: A Handbook for Schools. RoutledgeFalmer, Robbins, S. (2004). Organizational Behavior - Concepts, Controversies, Applications. 4th Ed. Prentice Hall Roney, C. (2004). Strategic Management Methodology: Generally Accepted Principles for Practitioners. Praeger Streatfield, P. (2001). The Paradox of Control in Organizations. Routledge Read More