Organizational Development for Technological - myassignmenthelp

Question: Discuss about theOrganizational Developmentfor Technological or Structural. Answer: Identification Problems in the Organization The problems in the organization are a blend of primary culture, technological or structural. The case study talks about the implementation of technology in the project to make the services more effective for the customers. The company who is willing to implement the changes related to the technology is a publicly owned company. The change in the new information technology will result in the changes in the work processes and practice. In the organization, there are approximately 500 employees. The average age of the employees in the organization is 48 years. The level of education of the employees consist of 10% holds PG degree, 25% are graduated and 60% have upper secondary education and rest 5% completed 6-year basic education. The culture differences in the organization lead to the problem. The employees who are PG might expect that they will get the promotion. Though, due to the company's structure, they face the discrimination. Employees of the company also feel that they are no t valued in the organization. The structure of the organization is rigid. The promotion of the employees is based on the seniority and the years of service. The major sources of resistance to change in the organization In the case study, it is clearly visible that there are many reasons due to which employees of the organization resist the change.[1] Technology change will create problems for the employees who didnt perform well in the organization. Technology will enable performance management and goal setting in the organization. There are many employees in the organization that did not perform well in the organization and later they gave justification for their behavior by blaming other departments for the delay and inefficiencies.[2] With the emergence of the new technology company can easily check the employee's performance. This will become problems of the employees who didn't perform well. The new system might create stress and confusion for the employees in the organizations. There are some employees in the organization who knows the benefits of the new system. Though, they were unwilling to start it due to lack of confidence. The employees were not able to understand the idea behind the usage of the technology.[3] The senior employees in the organization were afraid of losing the face in front of the younger employees who were friendlier with the use of technology. The role of the union in the organization didn't smooth the implementation process. The union team decided to step against the changes taking place in the organization. Union also started an argument on the extra allowance from the company. They said that there might be some of the benefits of the technology but employees should be rewarded for the extra amount for the use of the technology. [4]The amount should be added to their salary. This was the chance for the employees to bring the rise in the amount of the salary. On this argument, the top management stated that it is not possible to increase the salary. For the company, the change management was an expensive deal. Lack of trust among the management and the employees. The company was characterized by the poor change history. Previously, the organization tried to bring an expensive consultant to implement the sequence of improvement in the company. At that time the management of the company got replaced and the new management wants to bring new changes. These results in no change in the system at that time and majority of people didn't believe in change. This leads to lack of trust among the managers and the employees. [5] The above paragraph talks about the reasons for the resistance to the employees in the organization. The organization should take some of the strategies to deal with the resistance. Strategies to deal with the Resistance by the Employees The organization should try to implement some of the strategies to deal with the resistance in the organization by the employees. [6]I believe that these strategies will help the organization in dealing with the employees. Communicating the Benefits of the Technology to the Employees Communication among the top management and the employees is must in the organization. The company should try to communicate the benefits of implementing the new technology in the organization. Technology is not only beneficial for the company's working but also for the personal development. The employees will get to know about the technologies, they will be able to keep themselves updated. Implementation of new technology in the organization will increase the productivity and efficiency of the company.[7] This will enhance the customer satisfaction which results in a decrease in the daily arguments among the customers and employees. Proper Training Facilities In the case study, the top level management of the company decided not to increase the budgets of the training and decided to perform the on-job training. Over here, the management needs to understand the requirement of the employees along with the reason for the resistance. Considering that the organization should try to increase the budget for the training of the employees. Training of the employees will make it easy for the employees to adopt the changes taking place in the organization.[8] Timing of the Changes The organization should make sure that the timings for bringing the change should be perfect. Basically, if company talks to bring huge changes in the company than the top management might face resistance from the employees.[9] The company should try to bring changes gradually in the organization. The employees of the organization become used to the changes. The employees will be able to adapt the changes more easily. Role of Leadership in the Case Study Supervisor or the leader plays a vital role in the organization. In the case study, the decision taken by the top management was communicated first to the supervisor of the company. The supervisor further communicates the decision to the employees.[10] The way the information is communicated by the supervisor to the employees matters a lot. Once the leader understands the situation he can give feedbacks and suggestion to the top management. In this case, due to lack of education and seniority level, the supervisors were not friendly with the new systems. In some of the departments, the younger employees of the organization need to show their superiors how to use the new systems. The superior and older employees don't feel comfortable in asking a question if they find any problem. The leader in the organization tries to pay overtime to those employees who want to work after the shift time. Though, union prevented a majority of people to take participation. The leader in this situation needs to understand that the development of the organization is a must. The role of the leader is to make the employees understand that these changes will bring development and new opportunities for the business. [11]Though, in the case study the leaders are not aware of the use of the technology though they can encourage the active participation of the employees. Leaders should ask the question if they find any problem. This will enhance the participation of the employees in the changes. Summary of the Key Problems The case study talks about the changes taking place in the public owned company. The organization is willing to bring new technology. The case talks about the resistance to the change. There are some of the problems faced by the top management. The employees of the company don't want to adopt the changes related to the technology. Over here, the manager should make the employees understand the importance of technology. The structure of the organization is rigid and promotion is based on age and experience. The organization should check the eligibility, skills, and capabilities of the employees and according to that organization should give promotions. The level of education is diversified in the organization. These are some of the key problems that occur in the organization. The union asked for the extra allowance from the company for using the technology. Later this became one of the problems with the management as they were not able to pay the extra amount to the employees for usin g the technology. Role of Organizational Development Organisation development is the study of successful organizational change and performance. The aim of the organization development is to enhance responses of an organization to adapt market changes and technological advances.[12] The development of the technology across the world enforces company to adopt technology in their business as well. These changes in the organization lead to increase the convenience in the work. At the same time, these changes could bring the efficiency and effectiveness in the organization. Organisation development enhances the communication among the employees in the organization. A continuous improvement in the organization makes the employees interact or share the views. This will make the employees more familiar with the changes. The development will lead to product and service enhancement. [13]Employee engagement in the organization will increase the creativity and innovation. Product innovation takes place by using the market research, customer expectations, competitive analysis etc. Product innovation will help the organization in increasing the profit of the company. Profit of the company will rise once the organization will be able to work with efficiency and effectiveness. This shows that the organization development could help in bringing the efficiency and effectiveness in the organization.[14] References Allen, David. Getting things done: The art of stress-free productivity. Penguin, 2015. Bridges, William, and Susan Bridges. Managing transitions: Making the most of change. Da Capo Press, 2017. Burke, W. Warner, and Debra A. Noumair. Organization development: A process of learning and changing. FT Press, 2015. Burke, W. Warner. Organization change: Theory and practice. Sage Publications, 2017. 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