Designing, Improving And Implementing Components Processes: Importance And Management Strategies

Changes in Designing, Implementing and Improving procedure

Discuss about the Designing, Improving and Implementing Components Processes.

There are three steps namely, designing, improving and implementing processes, which are necessary components for the development of an organization. Managing any organization requires complex decision-making process (Aguinis and Bradley 2014). It requires formulating or designing a plan for the organization. After testing the plans within the organization, the flaws are needed to be highlighted so that improvement can be made accordingly (Goetsch and Davis 2014). The next step towards managing any organization is the procedure of implementation of plans that have already been designed. In my coursework, I studied about change management theory. Multiple theories have been put forwarded for describing the procedure of Change management (Cummings and Wortley 2014). The concept of change management implies a structural change within an organization with a pre-specified target, which is to be achieved. This essay tries to focus on the changes of the designing, implementing and improving process. In addition, through this essay I tried to portray my view about the importance of these managing processes and the ways in which these tree steps can be helpful for the success of an organization.

Changes in Designing, Implementing and Improving procedure: A transition within an organization requires changes within each and every component of the organization. I think that through the process of change management skills can be developed in several sectors like business skills, analytical and political skills. After the implementation of the system of change management, the DIIP gradually changed into a more complicated system of organizational development (Davenport 2013). Through designing, implementing and improving techniques a company can carry out alert its employees about the changes that it is going to bring into the organization. After development of the necessary skills if the company can bring in evaluation within the system it might help them in identifying the flaws generated after the changes. I realized that for smooth operation within the organization there is a need to minimize the existing resistance of the organization as well as external organizations (Pugh 2016). In addition, the designing should be such that through innovation there can be a radical change in the organization. I also realized that the focus of any organization is to try to minimize their costs through implementation of new technologies. It is only through constant innovation and up gradation of the existing system that the organization can be successful. The processes like Benchmarking and Lean Six Sigma can be implemented to understand the best practices within the organization (Vaishnavi and Kuechler 2015).  

Importance of managing process

Importance of managing process: There has been multi-facets managing process of any organization. After going through the learning outcomes and weekly classes, I realized that for the success of an organization there is a need for strict management system. The primary reason for implementing this is because there has been dearth of resources within an organization. Only a proper strategy that can guide the organization to use these constrained resources optimally (Anderson 2013). I discussed about the system of change management in the earlier stanza. Through that management tool a company can improve the performance of its employees by increasing their engagement within the organization and amongst their own-selves. The company might bring in innovation in their leadership, existing strategies and technologies in order to remain at par with other companies in the market. Again, through the process like organizational development, the business organization can reap the benefit of increased productivity and thereby earn extra profit within the economy (Della Torres and Solari 2013). The process of organizational development has evolved by amalgamating multiple disciplines into a systematic approach. I realized that through the process od organizational development any business tries to apply the existing tools, upgrade the technologies within the given framework. I think that since organizational development provides a totalitarian approach it is able to identify the fact that any changes within the sub-system is likely to affect the entire functioning of the complex system of the business organization through a chain-wise reaction.  Henceforth through this system, a company can be benefitted by focusing on strategic management, communications and cultural innovation within the organization.

My views and knowledge of DIIP: After attending all the discussions and participating in the varied range of activities I learnt and could recall few things that are necessary for the growth and expansion of any organization within its domain and even sometimes within intra-domain. Initially from the change management system, the first thing that I could recall is that it includes a complex procedure of involvement and innovation (Hayes 2014). The first thing that a company must do is to involve majority if not all the people within this changed process. The senior level managers and team leads should be responsible for carefully providing detailed information about the existing system and the way it works. In addition, they should be able to highlight the upcoming changes that the company is going to implement within their system. Just by spreading, the information within the employees makes it easier for the company to collect information regarding the acceptability of the new system and make the people aware about the changes they are going to face (Aguinis and Bradley 2014). Sharing the information within the group is very important as lack of information might leads to lack of adapting capacity thereby generating failure of the system. Along with it I learnt that the employees can take part in accessing the changed system before it is run in the market. By reviewing the acceptability and adaptability of the system the employees can provide feedback based on which the company can improve their system and then implement its operation in the market. This not only reduces the cost of the company but also saves them from facing failure in the market through direct implementation (Hayes 2014).

My views and knowledge of DIIP

Using the learning and understanding in workplace I realized that few things might be helpful for me in future. Through this lectures I learnt that bringing in innovation within any part of the organization, involving all my colleagues and juniors and persuading them in accordance with my terms is going to be the key of success. I learnt that grabbing the attention of my colleagues within the organization and persuading or motivating them can be helpful for my success. Persuasion is an art which if mastered can help me to unify the team at one goal (Pugh 2016). A team with diversified vision can seldom stand the fierce competition existing within the market. Henceforth, it is very important for me to learn the art of persuasion through which I can help my team within the organization to be strongly bound and motivated at a fixed goal so that they can produce a better performance. I also learnt that while motivating the team each member should be prioritized irrespective of his or her socio-economic background, age and gender. In addition to this, I learnt that having a substantial knowledge about the statistics and facts about the organization can be helpful for me to stand out in the crowd (Bloom et al. 2014). My coursework also helped me realize that it is important to learn the art of presentation to reach out to the mass. Henceforth, I would try to involve each member of the organization whenever any plan regarding change management is going to be taken. Involving even the junior level employees and newly joined workers is going to help me in creating a strong bond and sense of oneness with them, which can help in generating better ideas and positively influence performance. Bringing in innovation within the system can be helpful in a number of ways like it may reduce the cost of operation within the company, improve the efficiency of work and reduce the time taken to complete any work (Hayes 2014). Henceforth, my part is going to be providing constant motivation the team to bring in innovation within the system.

Few other aspects that might be helpful in improving the organizational development are the use of information communication technology. Through the help of this ICT I can bring in more transparency within the organization by keeping a check on each employees course of action (Bloom et al. 2014) This method can be helpful in negotiating with the basic components within the organization and establishing the truth. In addition to this ICT, a proper board, which can guide me in taking a proper decision within the system, might be helpful for the growth of the organization.

Hereby, this essay can be concluded by stating that change management as a tool of DIIP is helpful in restructuring the organization. The organizational development is an advanced procedure and more complex than change management but it involves all employees and brings in innovation. On other hand, I learnt that team building might prove to be useful. Henceforth, I planned to learn the art and techniques of persuasion and implement in my workplace. Finally, I realized that use of ICT within the organization would help me in good team building and improvement in my performance in work place and uplift the performance of my organization as a whole.

Reference:

Aguinis, H. and Bradley, K.J., 2014. Best practice recommendations for designing and implementing experimental vignette methodology studies. Organizational Research Methods, 17(4), pp.351-371.

Anderson, D.L., 2013. Organization development: The process of leading organizational change. Sage Publications.

Bloom, N., Garicano, L., Sadun, R. and Van Reenen, J., 2014. The distinct effects of information technology and communication technology on firm organization. Management Science, 60(12), pp.2859-2885.

Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage learning.

Davenport, T.H., 2013. Process innovation: reengineering work through information technology. Harvard Business Press.

Della Torre, E. and Solari, L., 2013. High-performance work systems and the change management process in medium-sized firms. The International Journal of Human Resource Management, 24(13), pp.2583-2607.

Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper Saddle River, NJ: pearson.

Hayes, J., 2014. The theory and practice of change management. Palgrave Macmillan.

Pugh, L., 2016. Change management in information services. Routledge.

Vaishnavi, V.K. and Kuechler, W., 2015. Design science research methods and patterns: innovating information and communication technology. Crc Press.