Question:
Discuss about the Culture of Change Personal Action Guide.
The change in the organisational is arising according to the current scenario so as to implement and to work on the new technologies using the ERP software’s. The main object is to present the change in an organisation to perform the tasks and to present and bring the changes in an organisation and to continue processing the business activities keeping the main aspects in the business process and information modelling. In today’s scenario it is very difficult to manage the financial operations of the company on papers or using of the other tools. ERP is being used in the organisation for implementing of the tools and technologies for continuing processing the business activities. In the current time the organisation are using the ERP software for implementing the operations so as to reduce the administrative time (Al-Ghofaili & Al-Mashari, 2014). In the competitive world in the corporate industry as the business pressure is rising, for maintaining the business billing rates, financial issues, organisational data etc. It is essential to develop the specific designs and applications used for the implementing the tools and technologies which mainly aims to improve the performance of an organisation. The main impact of an organisational change is to have the primary motive to support the IT infrastructure and to implement the financial operations using the ERP software tools (Alvesson & Sveningsson, 2015).
It is the continuous or the stable interactional and interdependent relationships with the organisation atmosphere. The change in the organisational towards the external environment changes to the customer’s preferences and its tastes, competition in the market, policies and rules of the government. It is generally been described as the authoritative for an organisation so as to make changes in the internal system of the company. The change management of an organisation basically works on establishing the relationship between the people, processes and the system (Burke, 2017). It provides the accessibility and to make ensure about the understanding the business process change and the employees working in the company should accept the change and use the new technologies and tools for the implementation. The change in the organisation is the law of life and to accept the truth. It is necessary to balance the both the aspects and the change in the management is essential. The implementation of the ERP implies the change and bound to the some resistance (Cummings & Worley, 2014). To manage the change in the organisation it is necessary to apply the organisational strategies for changing the management of the IT Company. Organisational change of IT Company implies to the creation and the balancing to the existing pattern of an organisation. It sets the structural format of the business operations and performing the functions so as to establish a long term set up.
It is the predictable part of the business. Sometimes, it is not accepted by the employees as the change appeared in an organisation. But the short term effect which is being initiated as the main effects of the change, sometimes it can lead to the positive impact on the change of the business and sometimes it leads to the long term success (Olins, 2017).
The technical changes have the biggest impact in an organisation. The Technological have the changes in the basic managerial functions. There will be an increasbility in the organisation management and the outcomes which are been carried out so as to lead in the emphasising of the planning, controlling and coordinating and making of the decisions and the strategies. It basically demands the high logical competences. This will positively affect the individual and the employees who are not working in the team. There would be increasability in the responsible outcome of an organisation management. It leads to the greater morality in the decision making (Jinno & Iizuka, 2017).
The change of an IT company leads to the change in the time and to the uncertainty of a company. The employees who have been affected by the work are in chronic stress just because the change will mainly impact in the business to reach on the top in the market place. Generally change is the certain to the inevitable organizations. It often underestimates to the impact and to the changes of organisation employees (Ko?cielniak, 2014). Some of the employees don’t accept the changes and they leave the organisations and some are the ones who are not ready to get the training for implementing of the new tools and technologies and because of the employees are not ready to learn and cope up with the new technologies and the tools.
In many IT companies the ERP is been used on the large scale. The organisational structure and usability of the technology is occurring simultaneously and it differs in several ways. The process in the changings is being occurred management of an organisation from examining to the goals to the findings of the personnel database. The main benefits are being brought up using the personnel systems by an individual which tends to relate with the organisational culture (Sun & Lam, 2015).
Conclusion
Change is an essential part of an organisation. It basically delivers the best outcome to an organisation regarding to the break-through. It deals in people, policies and to the processes. It helps in IT Company to deals and to learn the implementation of the latest technologies and tools which will helps the organisation to lead in all business operations. Change is good because sometimes it take the current state of the company to the growing state or to the desired state where the organisation helps in leading of the business operations. The company encompasses on the several ideas so as to reduce the work load by performing the operations using technologies like ERP and implementation in maintaining of the financial and accounting and it mainly aim to reduce the time and keep the data secured and maintained. IT provides the security of the organisational database and helps in maintaining and processing of the business activities. Change in the company can lead to the growing stage in the leading market.
References
Al-Ghofaili, A. A., & Al-Mashari, M. A. (2014, August). ERP system adoption traditional ERP systems vs. cloud-based ERP systems. In Innovative Computing Technology (INTECH), 2014 Fourth International Conference on (pp. 135-139). IEEE.
Alvesson, M., & Sveningsson, S. (2015). Changing organizational culture: Cultural change work in progress. Routledge.
Burke, W. W. (2017). Organization change: Theory and practice. Sage Publications.
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage learning.
Doppelt, B. (2017). Leading change toward sustainability: A change-management guide for business, government and civil society. Routledge.
Fullan, M. (2014). Leading in a culture of change personal action guide and workbook. John Wiley & Sons.
Ha, Y. M., & Ahn, H. J. (2014). Factors affecting the performance of Enterprise Resource Planning (ERP) systems in the post-implementation stage. Behaviour & Information Technology, 33(10), 1065-1081.
Jinno, H., Abe, H., & Iizuka, K. (2017). Consideration of ERP Effectiveness: From the Perspective of ERP Implementation Policy and Operational Effectiveness. Information, 8(1), 14.
Ko?cielniak, H. (2014). An improvement of information processes in enterprises: the analysis of sales profitability in the manufacturing company using ERP systems. Polish Journal of Management Studies, 10(2), 65-72.
Olins, W. (2017). The new guide to identity: How to create and sustain change through managing identity. Routledge.
Smither, R., Houston, J., & McIntire, S. (2016). Organization development: Strategies for changing environments. Routledge.
Sun, H., Ni, W., & Lam, R. (2015). A step-by-step performance assessment and improvement method for ERP implementation: Action case studies in Chinese companies. Computers in Industry, 68, 40-52.
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