Change Implementation Process - Assignment Example

College:

Business Management

Business management is an important concept that helps to introduce change in an organization and work towards achieving its goals and objectives. Due to globalization, competition in various industries has changed and this has contributed to developments and transformations seen in various industries (Scott, 2007). The transformations are associated with changing organizational culture and structure to incorporate stakeholders in implementing the changes effectively. In this regard, it is important to note that change is a complex process and it requires commitment from all the stakeholders so that they can be committed to implement the change successfully. The paper discusses transformation taking place at Jaguar.

Question 1

Based on this spray diagram, culture change is influenced by various factors. These factors include program changes, developing policies that enable employees to develop their skills and promoting team working in the organization. Most importantly, the structure and culture of the organization influence the ability and capacity to change organizational culture (Robbins, 2004). Jaguar aims to change the culture of the organization and move towards lean production system. The system is associated with standardization of processes and encouraging innovation. This contributes to elimination of processes that do not add any value to the organization and instead promote standardization of activities to eliminate wasteful production.

Question 2

Feedback

From this diagram, it can be determined that the process of culture change entails three main processes. The first process is identifying the inputs that include the changing culture of the organization, training the employees and developing goals and objectives to be achieved. Moreover, the controller process is the next step. This is the stage where effective communication is the concept to ensure successful implementation of the process (Luthans & Doh, 2015). Goals and objectives should be communicated so as to engage the stakeholders in the change management process. Lean production systems are then implemented by standardizing processes in the organization. The feedback is provided to determine the success of the change management process. The indicators of success include increased innovation among employees, improved productivity and elimination of wastes.

Question 3

1. Organizational culture is also called corporate culture. It is includes shared beliefs and values as well as policies that influence the way the stakeholders of an organization behave (O'Donovan, 2006). It is the organizational personality that influence the way people behave in the organization. Every organization has its own way of behavior and that is why people from different organizations behave differently. For instance, the culture at Jaguar was that employees were told what to do and they did not exercise innovation in their activities.

Organizational culture plays important roles in the organization. The first role of organizational culture is that it helps to shape the behavior of employees and provide direction that influences the direction of the organization towards achieving its goals and objectives. This is because organizational culture helps to promote unity in terms of behavior of employees. For instance, the employees of Jaguar employees are motivated hence there is little or no absenteeism. The other role of organizational culture is to develop a sense of belonging (Black, 2003). This means that the employees of the company could be identified based on their behavior. In this regard, it develops belonging since each employee is associated with the behavior of the organization. Furthermore, organizational culture determines personality of the employees. If the employees practice team work, then even the new employees should adapt the same culture and this can improve the morale of the employees thus achieve goals and objectives effectively.

2. Organizational culture on the other is the system that defines the ways in which the organization is organized in terms of supervision, task allocation and coordination of various activities. There are various organizational structures that determine how the organization is managed (Grey & Garsten, 2001). The factors that determine the structure of an organization include size, financial and type of organization. The first organizational structure is hierarchical structure. This is the type of structure whereby the organizations is managed from the highest rank to the lowest rank. For instance, at the top there is the Chief managing director, followed by CEO and followed by departmental heads. The structure works well in small organizations because management is not complex. However, the hierarchical structure hinders effective communication between employees and the top management.

On the other hand, there is functional structure. This is the organizational structure where the organization is divided into different functions (Little, 2014). For instance, there can be different departments such as marketing, finance, procurement and human resource departments. The structure also works well in small organizations which are not complex to manage. However, the structure requires large amount of financial resources to run it and it is not effective in multinational corporations that operate in different divisions.

Thirdly, there is divisional structure. It is the structure that is divided into different divisions according to geographical area. For instance, an organization can have different regional directors but at the top is the managing director. Each regional manager has the responsibility of managing regional operations and they report directly to the managing director. This is the organizational structure that is practiced by Jaguar. The divisional structure is important because the needs of each region can be met effectively because each region has mandate to handle some operations like regional procurement (Scott, 2007). The most common drawback of this structure is that it is not possible to promote teamwork because employees from different regions do not work together. In this regard, it is not possible to promote single organizational culture. Divisional structure is also costly to implement. This implies that small organizations cannot be able to implement it. Its management is complex. It is important to note that through networking, the managers are able to share ideas and information regarding important decisions about the company.

3. Organizational culture impacts on organizational effectiveness and performance. In the first place, organizational culture helps to shape the behavior of all employees in an organization. Adopting team working culture helps to promote unity in an organization and work towards achieving the organizational goals and objectives. It helps to avoid conflict of interest in the organization hence promote effectiveness in carrying out duties in an organization (Scott, 2007). Moreover, organizational culture promotes uniform behavior in the organization thus sharing common interest and avoids or blames game. For instance, Jaguar has a culture of giving employee directions. In this regard, all employees are expected to follow the instructions of their leaders.

On the other hand, organizational culture influences performance of an organization. Firstly, organizational culture helps to align individual goals with the strategic priorities of the organization. This is because the employees have common interest and they work towards achieving common goal. However, this can only improve performance of an organization if the employees are motivated. In addition, organizational culture helps to promote effective execution of strategies. This is as a result of teamwork organizational culture (O'Donovan, 2006). However, the performance of the organization can only be improved if there is positive organizational culture. Negative culture affects the relationship among employees leading to conflicts thus affecting the performance of an organization negatively.

Moreover, organizational culture promotes employee engagement. Again, this is where the point of employee interaction culture come in. innovation and participative leadership culture helps to improve relationship between the employees and the management (Grey & Garsten, 2001). Even the new employees who are hired must adapt the organizational culture and the performance of the organization is influenced depending o the type of culture practiced. In this regard, employee engagement improves organizational performance.

On the other hand, organizational structure influences organizational effectiveness in terms of communication. With regard to hierarchical structure, communication is top down. Unity of command is simple since direction come from single direction. However, the message that is delivered to bottom employees can be distorted thus affecting effectiveness in communication. On the other hand, organizational structure affects organizational performance in various ways. First, it influences the relationship between employees and the management (Luthans & Doh, 2015). This is the case of both top down communication and down top communication. This helps to build trust and relationship between the employees and the management. The end result is improved working relationship thus achieving better results.

It is important to note that adopting a wrong culture and structure can lead to failure. For instance, there is absenteeism culture in an organization; the likelihood is that productivity for each employee declines. Same case applies to organizational structure (Little, 2014). If a small organization adopts divisional structure, it will not be able to implement it and this leads to failure. In this regard, it is important for the management of an organization to ensure a positive culture is build in the organization and also adopting good structure that can improve communication and supervision effectiveness.

Considering the case of Jaguar, the organization has applied the culture of individualism. This implies that the employees are not innovative because they are not used to making important decisions on their own. Instead, they expect to take instructions from their leaders. This has slowed down the approach of teamwork. In this regard, it is difficult to implement the new strategy because employees expect to be given directions without making simple decisions on their own. This has affected the performance of the organization because of lack of innovation and motivation and teamwork. As a result, the organization is implementing the lean production process to improve its performance. On the other hand, the organizational structure of Jaguar affects its performance (Little, 2014). It applies hierarchical structure. The structure has helped to improve communication with stakeholders. For instance, top down communication improves link between the management and the employees. However, the feedback from the employees is communicated to top management through line managers. This can lead to distortion of the message. Most importantly, communication has been effective since employees depend on instructions to perform their duties. This has improved the performance of Jaguar since employees do not make their own decisions but they depend on management for instructions.

4. Organizational development is defined as a systematic approach of gaining knowledge in an organization. It is the process f aligning business strategy, employees and organizational processes. The aim organizational development is to improve organizational performance through improved productivity of the employees. On the other hand, organizational learning is defined as the process of sharing and transferring knowledge within an organization (Scott, 2007). Organizational development and learning focus on developing skills in an organization to achieve its goals and objectives.

The first impact of organizational development is that it helps to improve organizational change. Organizational development focuses on identifying the bottleneck in an organization where change should be implemented. This helps to manage issues in organizational performance thus improve productivity leading to improved organizational performance (Black, 2003). Moreover, organizational development focuses on growth. This is done by developing strategies that can improve productivity of the organization like being innovative and creative. In addition, organizational development improves performance of an organization by developing employee skills and in turn promotes innovation. In this way, innovation will help to develop better strategies to improve organizational productivity.

On the other hand, organizational learning enables an organization to be flexible and adapt new changes according to the transforming world. An organization that is not flexible will not be able to adapt transformations in the changing world. For instance, in the automobile industry there is high competition and this has led to organizational learning (Black, 2003). Introduction of lean production approach is being introduced to eliminate wasteful use of resources by eliminating processes that do not add value in the products. In this way, the organization is likely to improve its performance and competition if it practices organizational learning. In addition, organizational learning enables organizations to learn concepts that are only relevant towards improving their performance.

Considering the case of Jaguar, it can be termed as a learning organization. This is why the management wants to introduce lean production system so that it can remain competitive in the car manufacturing industry. In implementing the change, employees undergo training so that they can learn better ways of doing things. The company transforms the skills of the employees so that they can adapt lean manufacturing system (Luthans & Doh, 2015). For successful implementation of lean production, the first concept considered is employee training so that they can be innovative and eliminate unnecessary processes that do not any value to the cars. In this regard, it can be determined that Jaguar is a learning organization and that is why it has been competitive. However, early 1990s the organization practiced individualism and employees never made decisions on their own. However, through lean production system, Jaguar is practicing continues improvement.

5. Change implementation process in an organization is the most complex issue to handle. Organizational management has a responsibility of ensuring that all the stakeholders are incorporated in decision making so that they can be committed to implement the change. In implementing organizational change, the first thing to do is to identify the areas that require change. This is important because it helps to formulate objectives used to evaluate success of the change management process. After identifying the areas of change and setting objectives, the next thing is to engage the stakeholders in decision making process (Robbins, 2004). This is important because they will understand the need for change and avoid receiving it as a surprise. This is one way of gaining commitment from the stakeholders. The resources are then mobilized. The main resources include finances and training programs for the employees so that they can understand the best ways they can accomplish their tasks. Effective delegation of authority is the next step in implementing the change. However, this is done upon consensus of the stakeholders to implement the change. Implementation is then done and monitored to determine if the objectives are achieved. Performance review meetings are held to discuss the progress of the change.

Resisted to change is expected during implementation process. The first way to deal with resistance to change is engaging the stakeholder in implementation process. In addition, effective delegation of duties helps to improve commitment towards performing the tasks (Robbins, 2004). Gaining commitment from the stakeholders builds trust and they will work as a team towards implementing the change. Moreover, regarding best performing employees will encourage implementation of the change. In this regard, change management process should be done carefully to ensure its success.

Conclusion

Due to transformations taking place globally, organizations are redesigning their strategies so that they can remain competitive. Most importantly, organizational culture and structure should be reviewed to determine if the changes can be implemented successfully. Organizational culture influences the behavior of employees in an organization. It influences organizational performance by promoting teamwork culture. In addition, organizational learning enables an organization to be flexible so as to adapt the transformations taking place in relevant industries. However, when implementing change, stakeholders should be incorporated in decision making, performing employee be rewarded and ensuring effective delegation of duties. In this way, all employees will be committed to implementing their tasks and in the process the change will be implemented successfully.