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Question-1 - Coursework Example

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In the current era of highly competitive business, organizations’ complacency to anticipate and identify changing environmental paradigms could be fatal for its survival. Bateman and Zaithaml (1990) strongly assert that within the wider precinct of constantly changing external…
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In the current era of highly competitive business, organizations’ complacency to anticipate and identify changing environmental paradigms could be fatal for its survival. Bateman and Zaithaml (1990) strongly assert that within the wider precinct of constantly changing external environment, businesses must be prepared for change so as to meet new challenges successfully. Thus, to minimize the risks associated with assessing the need for change in an organization, the firms need to adopt dynamic strategies and promote innovative measures to turn adversities into new opportunities of growth. In the current times, the diversity and technology have emerged as important issues within organization that significantly impact performance outcome. The various stakeholders that are influenced by the issues are: employees, consumers, suppliers, interest groups, shareholders etc.
The major objective of change management is to bring about organizational change smoothly. Thus, integrating the needs of the various stakeholders and empowering them with information regarding change considerably facilitates the change process. Promoting diversity and affirmative actions within organization hugely helps to create credible image of the firm. Moreover, diverse workforce greatly promotes diverse views and cultural competencies which can provide firms with unique capabilities and help them gain competitive advantage within the industry (Adidam, Phani et al., 2009). Effective communication regarding change is key tool that promotes better understanding of change processes and how change can be exploited as new opportunities. The different beliefs, value system, ideology and cultural paradigms have become essential elements of human interaction (Bloisi, 2007). Thus, promoting cross-cultural understanding across diverse workforce greatly facilitates resolution of workplace conflicts and helps build constructive relationship and strong teamwork based on mutual respect resulting in higher productive outcome. (words: 274)
Reference
Adidam, Phani et al. (2009). Cross-cultural competitive intelligence strategies. Marketing Intelligence & Planning, 27(5), 666-680.
Bateman, Thomas S., and Carl P. Zeithaml. (1990). Management: Function and Strategy. Homewood, IL: Irwin.
Bloisi, Wendy. (2006). An Introduction to Human Resource Management. London: McGraw-Hill Education. Read More
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