Pros and Cons of the Organizational Change - Coursework Example

Pros and cons of the organizational change Organization development incorporates the actions that are involved when applying the study of behavioral science to organization change. The process covers a wide array of processes theories and activities that are focused in the improvement of the individual organizations. In this case, the role of management is to set directions and associated goals for the organization in the effort of ensuring that the organization achieves the change that they are trying to implement. The implementation of change may be for both long term and short term, where managers act as change agent in the organization. However, in order to ensure that change in the organization has occurred various interventions are implemented. Conversely, choosing the right intervention is required to ensure that the change to be implemented in the organization is reached. Some change in the organization requires basic intervention where others, especially those performed in large-scale firms require multiple intervention that is guided by knowledgeable and skilled organization development practitioners. In this essay, I will examine the different types of interventions that are involved in the organization change, as well as, their pros and cons. Interventions in organization are the principal learning processes that help in the action stage of organization development (Zouwen 45). Interventions are structured activities that are used individually as well as, in combination to enable the improvement of task or social performance. Therefore, every action that is introduced to influence the organizations improvement program in a change agent-client system relationship is referred to as an intervention. In choosing the right intervention model for the organization change, it is imperative to look at the environment at which the change is occurring. In addition, inventing or using intervention that will accelerate the change process is vital where one way of doing these functions is to generate ideas, analyze, and summarize the results. For example, organization development strategies are thought of as inside out- strategies that focuses on individuals, then groups and then the whole organization. Previously, it was not uncommon to move from developing leaders to individual group change or even organization change (Reiß 90). Therefore, through the right intervention the changes intended for the organization will occur. In the case of Blackberry, the intervention that can be used in the implementation of organization change is human-centric interventions. Human centric interventions are based on the coaching, training, and mentoring individuals in the organization through individual development. Individual Development is an activity that enhances the awareness levels of the individual where there is raiding of shared meaning and interaction between colleagues. The practitioners in individual development activities must engage the whole person. By so doing, the inner life of the employees will be enriched; hence, offering the opportunity for meaningful and transparent dialogue with other colleagues in the organization. The advantages of human centric interventions there is coaching and counselling of employees to help them understand the meaning of change in the organization. Secondly, the employees are mentored in relation to change and enhancement of their awareness level they help the management in achieving their goals and objectives in organizational change. Thirdly, the human- centric intervention helps the employees in improving their performance in the workplace because of the training and mentoring, as well as, coaching employees get on the issues that pertaining the change in the organization. Lastly, human intervention ensures that there is change in the employee’s attitude towards the implementation of change in the organization. The disadvantages of the human-centric intervention are that after all the work that is done for the employees, it becomes had for the organization to retain or attract talented employees. This becomes a loss to the organization, as they have to begin the whole process again for the bunch of employees who are newly employee (Buono & Henri 78). Secondly, there is an issue when it comes to the changing organization culture and employee attitude towards the previous running of the organization. This is because many people do not like change. Thirdly, when leadership and management behaviors are changed the employees become hesitant to change, which in turn becomes a problem to the management, as they have to assure the employees that what they are doing is in the interest. Team building is another intervention that can be used in the organization change that happened in Blackberry is team, building whose main role is to improve team performance. However, in order for team building to be effective Four Cs have to be understood by organization development practitioners. They include the context, composition, competencies, and change management skills of the team. When there is a clear understanding of the context of the team, it becomes easier to understand how it is going to influence the team performance. For that reason, the context of team is the most crucial thing when it comes to team building. The advantages of team building are that it helps the employees to come together regardless of their culture. By so doing, they create a good relationship that helps the employees work together and achieve goals and objectives of the organization. Secondly, through team building employees share ideas because they are in a different environment that is less serious compared to that which is found in the organization. Additionally, team building helps employees in building trust and commitment among the team, as well as, the goals to be implemented. Lastly, the employees establish different areas of change because they interact with people from different departments. The disadvantages that are associated with team building are that some employees may not be willing to participate in the activity because they feel that they are better than others are. Secondly, team building is time consuming because in most cases it takes place outside the organization. Additionally, it is expensive on the part of the organization because as much as they have to use resources in the change model they still have to use other by implementing the implementation in order to achieve goals and objectives. Thirdly, the other intervention that can be used to in Blackberry Corporation is the Large- system intervention. This is because the intervention is triggered by internal jolts and environmental disruptions (Kavita 78). Being that Blackberry has undergone changes both internally and externally this intervention would be appropriate to help in provoking transformational and revolutionary change. The changes that happen using this model are led and driven by senior executives. This is because it requires a large number of employees and multiple organizational levels. Therefore, in the changes that were occurring with Blackberry being a multination corporation this intervention would have been appropriate. The advantage of the large-system intervention is that the intervention focuses on the whole organization regardless of how big the organization. For example, when there is internal disruption and environmental jolts it requires organization change. Additionally, such interventions require direct responses from the management because they represent three types of disturbances. First, in case there is industry discontinuation caused by dramatic changes in political, legal, economic and technological conditions that make the organization to shift its rules (Rothwell & Roland 471). Secondly, changes in the products life cycle that requires different business strategies for instance in the case of blackberry where they were no longer sustainable in the market because of competition in their products. Lastly, there is internal organizational dynamics that include strategy, changes in size or leadership. Large-system intervention is also advantageous in the sense that it brings together all the leaders in the organization to brainstorm on the issues affecting the organization. It also allows the diffusion of information and decision ma king throughout the organization. The disadvantages of this model is that it is time consuming in the sense that, it requires the reconvening of all the leaders in the organization, which means that they will have to discuss the issues affecting the organization. The intervention requires that the organization spend time implementing the issues in the organization, which in turn means that they will have to spend money on the implementation. Thirdly, the large- system requires the team to meet regularly to ensure that the implementation occur in the organization as a whole. Fourthly, there is Reward-system Intervention, which focuses on rewarding the desired behaviors and work outcomes of the employees. The intervention is an integral part of organization development in the sense that, people do things because they are being rewarded. For that reason, in the case of Blackberry the engineering and the technical department were supposed to create new models that would be competitive in the market. In case they were told they would get some rewards, they would work hard to ensure that the productivity was good. The advantage of this intervention is that it costs less to the organization because where there is higher productivity of employees there is enough to reward the employees. The intervention method allows creativity and competitiveness among employees. It also ensures that employees remain motivated in their work. The disadvantage of this intervention model is that in case an employee is not as productive as other employees they do not get the same treatment. Additionally, there is no equality in rewarding, as it requires each individual to show their work and effort before they are rewarded. Lastly, creating new paradigms is another intervention that can be used in the organization where the team involved in change can challenge the existing paradigms by identifying new opportunities for the team. They should also develop ways of making their internal and external customers happy by creating new value added products and services that excite their customers. The advantages of these intervention methods are that it allows creativity among the employees in the effort of pleasing their customers. The method also allows brainstorming in the organization as the employees come together to create new ideas that will beneficial to the organization. However, despite its advantages it has some disadvantages where the employees are required to think of long terms effects of the products they will create. Secondly, the intervention is time consuming as it mainly focuses on the future and not the present. Work cited Buono, Anthony F, and Henri Saville. Socio-economic Interventions in Organizations: The Intervener-Researcher and the Seam Approach to Organizational Analysis. Charlotte, N.C: IAP - Information Age Pub, 2007. Print. Kavita, Singh. Organizational Change and Development. Sal.: Excel Books, 2005. Print. Reiß, Michael. Change Management: A Balanced and Blended Approach. Norderstedt: Books on Demand, 2012. Print. Rothwell, William J, and Roland Sullivan. Practicing Organization Development: A Guide for Consultants. Hoboken: John Wiley & Sons, 2005. Internet resource. Zouwen, Tonnie . Building an Evidence Based Practical Guide to Large Scale Interventions: Towards Sustainable Organisational Change with the Whole System. Delft: Eburon, 2011. Print. Read More