Huawei Business Organization - Case Study Example

Business Essay: Organizational Change Student's Name Institution's Name Professor City Date Organizational Change Introduction Business organizations are faced with more complex and competitive challenges than ever in the business sector. The changing environment can be attributed to the ever-expanding capabilities in technological advances across the world. As evident from the PWC report 'The future of work': A journey to 2022', technological advancement has become the breakthrough for any organization to thrive in business activities. In this business environment, innovation for organizational processes and unique products in the future depends on the integration of technological changes within the external and the internal settings of the organizations. In the contemporary world of business, organizations are concerned with the driving goals so as to formulate viable policies to adopt changes. In the light of the Huawei business organization, future sustenance of competitive advantage and larger market share is subject to the adoption of the new technologies. Changes in Workplaces The current status in business today is dominated by new technologies, new means of production, new taste and preference from customers, new market trends and new strategies for organizations management and motivation to the employees[Pat12]. Changing from the traditional to the new methods business are recognizing the customers as the emperors of market thus spending huge amount of cash in research to discover new things to fulfill customer's satisfaction. In this context, managers and experts are staying put in research and innovation of the best practices as they strive to maintain the loyal customers, train the employees for flexible changes and to introduce and adopt new technologies for the better of the entire organization. The future changes and success in business organizations is subject to the current scenarios within the organizations and the ever-changing new technologies. In this context, the main aim of the changes in business organizations is the achievement of the long term sustainability in terms of market, sales and competitive edge. Embracing Changes The future of business organization is enshrined in the high-tech capabilities to control how people communicate, interact and work. PWC report recognize that human resource managers changes role into that of predicting the future and anticipate performance while technology enables evaluation and measure of performance[PWC14]. However, there are various organizational factors depending on different variable affecting organizations at a particular time that hinders fast injection of new technologies. Business organizations management team shares different points of view and thus some disagreements based on the detrimental effects the changes might bring to the organization. The employees are worried about their job security while the managers and the principals are concerned with the performance of the organization and the profit margin. In fact, the injection of the new technologies is mostly feared due to the associated risks . Consequently, the organizational structure is significant in the process of decision-making and stakeholders engagement on the issues about new technologies adoption. However, Huawei has a well laid down strategy to manage the new technologies introduction in the bid to enhance efficacy and productivity of the employees in the age of new technologies. The basic tenet that support the plan for the future innovation in Huawei business organization is the centralization within the structure. The dire need of new products in the world to quest the yawning society with much required improved commodities and services entails the restructuring of managerial and acceptance of technology. The changes are relevant in improving the current situation and anticipation for future in the bid to gain maximum advantage and achievement of organizational objectives[Hor14]. The emergency of new technologies implies that business organizations will witness responsible management for organizations outcomes thus emphasizing on planning, decision-making, control and coordination of resources. However, the new technology age will promote individuals to concentrate on building loyalty to personal profession rather than organizations. This in turn will increase the competing forces, setting of priorities as well as the perceived changes in the role of human resource management. In the same point, those with the best quality of minds are retained by organizations through the evolution of skills measuring parameters and impacts of human talent within organization. The competition shift from traditional to the mixing of high profile talents from diverse people. Implications to society Inevitably, the introduction of technological changes in business organizations possess different sets of difficulties to the managers of the projects. In this context, management body is faced with the challenges of incorporating the changes through the restructuring of the employees, management of departments and partnerships from other relevant organizations[Pat12]. It is relevant to mention that the human resource managers therefore deploys new ways to measure the competency of the workforce and guiding the innovations for new brands rather than implementing the changes. Employees as internal stakeholders within organizations are paramount in the process of new technologies inception and absorption into the organization's systems. Huawei recognizes that technology is dynamic and keeps on changing thus keep the trend of the business organization, maintain a sustainable business performance and competitive advantage, new technologies incorporation forms the platform for future success[ZHU14]. The adoption of the new technologies in organizations translate into the entire process of employees, design of jobs, human resource techniques, skills and knowledge to ensure smooth transition in production of new and unique brands. Drastic changes in business organizations is difficult because of both internal and external factors affecting the organizations[Lin16]. In this context, it is important to mention that past experience and performance shapes the intents and speed employed by the managers in adopting changes. The flexibility and willingness of organizations to adopt new technological changes is somehow outweighed by the fear of the duration for the organization to adjust to the new environment, prevent the collapse of the business and sustainability of the competitive edge. Despite Huawei having dominated the competitors in the market, managers were reluctant to change their business strategies radically in response to the impacts of the changes in their competitive environment. However, the future of the Information and Communications Technology solutions providers is primarily based on the partnership and advancement of knowledge from other related sectors and agencies. In the current push to remain put as the best services providers, Huawei signed collaborative agreement with SURT sara company to upgrade their infrastructure in computing, storage of data and e-science[ZHU14]. However, the technological changes are aligned with the response of the market segmentation and the customer-driven technological changes. The society is key determinant of the market therefore Huawei is in the race to maintain customer share. Integration of new technologies in the business activities in business organizations has become a necessity[Coo14]. Therefore, organizations are taking the advantage of the new technologies through recruitment of new skills, maintenance of the past competent workers and training of the existing laborers to adopt the prevailing changes. With the daily technological advances globally in every aspects of business, organizations are highly investing in the synchronization and implementation of new strategies in the bid to secure market share and enhance market penetration. Interestingly, many companies have joined in the game to provide communication services and are taking the attention of people worldwide through the ability to reduce the global distance thus making the world a global village. Interactions among people from different regions of the world has been make easier and faster through new technologies such as new innovation of Silicon Photonics by Hewlett-Packard (HP). This intensifies the argue and need for Huawei to do more in the new technologies adoption and implementation. Social environment plays a major role in shaping the success of business organizations. In this context, the market sector changes influences the need for changes in technology and therefore the speed and the breadth of technological innovation accelerate[Pie12]. As in the entire technological advancement, changes are witnessed as demanded by the societies in the world in communication, travel and internet as well as the transformation in 3D. In the contemporary world, the communication, interactions and work is defined by the access to the new innovations. Huawei has been struggling to introduce hyper-mobility to reduce the devices carried as compared to devices worn by the consumers of their services a factor that can be attributed to inadequacy in skills to innovate and risks to lose market share to other big business organizations in the same field. It is important to note that, the depth of innovation and creativity is further deepened by the social needs of the people in terms of high performance computing machines, smart machines innovations such as robots, own driving cars, telecommunication and data centers with abilities to perform beyond human ability. Organizational Changes Literature and Theory Organizational change is essential to the staff, managers and stockholders as well as the community that forms the market[Bur13]. However, change always face limitations and different forms of resistance especially from the internal forces within the organization such as employees. The barriers to the technological changes emanates from fear of the unknown thus hesitation in embracing the new culture especially in new technologies[Mye12]. In addition, the management team is obliged to introduce changes when appropriate without eliciting forceful acceptance of the changes to the stakeholders. However, the changes involve series of stages. Shift planning taskforce poses limitation in the implementation of changes when it fails to analyze the status quo in the market, the desired changes, the response of the customers and the feelings of the employees that hinders the organizational changes for the better[Kon13]. Understanding the current blueprint of the organization reveals the status quo within the organization thus complete knowledge on the need for change. The complexities of products, systems and processes in production within organizations limits the pace and breath of new technologies introduction and implementation. However, recruitment of diligent, skillful, quality and high effective project and changes management can help in reverting the situation. Conclusion In conclusion, current status in business today is dominated by new technologies, new means of production, new taste and preference from customers, new market trends and new strategies for organizations management and motivation to the employees. With the daily technological advances globally in every aspects of business, organizations are highly investing in the synchronization and implementation of new strategies in the bid to secure market share and enhance market penetration. Interestingly, many companies have joined in the game to provide communication services and are taking the attention of people worldwide through the ability to reduce the global distance thus making the world a global village. Shift planning taskforce poses limitation in the implementation of changes when it fails to analyze the status quo in the market, the desired changes, the response of the customers and the feelings of the employees that hinders the organizational changes for the better. References Pat12: , (Patterson, Grimm, & Corsi, 2012), PWC14: , (PWC, 2014), Hor14: , (Horth & Buchner, 2014), ZHU14: , (ZHU & JONES, 2014), Lin16: , (Lindgren & Bandhold, 2016), Coo14: , (Coombs, 2014), Pie12: , (Pieterse, Caniëls, & Homan, 2012), Bur13: , (Burke, 2013), Mye12: , (Myers, Hulks, & Wiggins, 2012), Kon13: , (Kondalkar, 2013), Read More