Question:
Discuss About The Organizational Change Behavioural Concepts?
As the marketing manager I was accountable for raising a strategy to communicate the change. A change in an organizational structure is a process through which an organization undergoes changes. Changes can be in the form of goods or in relation to the process. For an organization it is important to implement different type of changes in terms of operational and functional terms. The most effective changes reside in gaining a desired market position by developing core competencies. Organizational change and behavioural concepts are vital for a business organization in dealing with the significant issues. The Bollywood Corner Indian Restaurant is making changes in the way of conducting business. They are introducing changes in the restaurant by taking orders through menu log and also i pads. The sudden change in the organizational change management has caused difficulty for me to manage the extra work-load. I implemented the change by looking onto the existing market needs. By implementing information and technology with the organizational development, it is possible to manage consumers in a well-defined way (Palmer, Dunford and Akin, 2009). The Technology based solution will help in creating appropriateness in managing the restaurant. I found various structural gaps at different level that created difficulty in managing changes. The existing issue is to equip the staff regarding the use of technology. It is difficult to train the technological criticality involved in it (Organisational development & design explained .2017)
Everyone in the restaurant is apprehensive about the changes taking place. In such a situation, it it has become tough for me to introduce change. The change has affected all the departments in the Restaurant. Previously the orders were taken manually. After the change, all the orders are taken in a digital form. The manager found difficulty in managing the changes at an initial stage. Every department was given 2 days training about the technology implementation. Incorporation of technology in the organization is an effective way to meet desired goals. The change has a wide impact on the organizational goodness. This will help in attaining a secured name in the international as well as local market (Rothwell, Stavros, Sullivan and Sullivan, 2009).
The sudden change in the organization has affected almost all the employees. But mostly the waiters are affected due to the organizational change. They need time to gain knowledge about the equipments. It is tough to train them about the process. At an initial stage there were multiple issues regarding the order process. Later, with an effective training process, the employees were trained well to gain knowledge about the process (Storey, 2007). At present the employees are well equipped with the instruments and the process. Employees now understand the positive impact of technological tools in getting their task done quickly with less effort. Technology up gradation has reduced the workload of employees (Turner Parish, Cadwallader and Busch, 2008).
The critical issue faced is to manage the employees. It is obvious to train the employees in an appropriate way to manage the organizational needs. It is difficult to change the work process. In beginning it is difficult to manage the situation in a well-organized way. There are problem related to change in the organizational goals and management. The only way to gain appropriate result is by designing the learning connection in a time-frame. Learning is always tough in an organization due to multiple reasons. I found difficulty in training employees at the beginning level. It is tough at the initial stage to equip each and every employee to be technologically competent. However, the orders were taken manually previously. Now with a change in the process it is critical to introduce the changes. For a well settled organization, changes play a critical role in managing activities. There was a continuous issue due to change in the process management. Employees were hesitant to accept the changes and to implement it in their day-to-day life (Weiner, 2009).
The technological change is called as an incremental change. Under this process an employee see a modification in the business process. In current situation there is a complete modification in the process of taking order. The existing change is incremental as it has caused a significant change in the overall process. Technological change takes time in incorporation. It is a process that takes place in a systematic way. The value chain of an organization can be assessed depending upon the level of change and how fast the employees adopt it (Gollenia, 2016). The challenge I faced is in term of technology adoption. In such a scenario I decided to match up with the changes and developed a well-equipped organizational process to create awareness. The changes in the organization need to be introduces in systematic way. Innovation and changes are the life line of the Restaurant (Gibbons, 2015).
The organization is built up of a strong team imbibed with strong moral values. There are few who are against changes but most of the employees feel happy about the change. It was tough to handle the team in the beginning but it is due to the heavy efforts of the accounting manager. He helped me in incorporating changes in a smooth way. The restaurant believes in taking risk by making innovative measures. At an initial stage it is tough to manage the changes due to resistance. Looking onto the current situation, it is must to develop effectiveness through learning and growth management (Booth, 2015).
A small restaurant faces problem in managing the change. In case of a technological change it will be relevant to introduce a change in a systematically. The stages of change management can easily be leant through the Lewin Change model. This is one of the effective processes to introduce a change. I used the Lewin Change model to introduce changes in phases. This helps in grasping the changes in a systematic way. A well-define model helps in managing the change in a systematic way.
Unfreeze: Basic changes related to the changes were introduced at this stage. Employees were given a brief about the change to be introduced. Few employees were not happy with the change and resisted. At this stage employees generally fail to understand the change. The changes were introduced in a systematic way by developing instantaneous goals (Bradley, 2016).
Change: The change is introduced at this stage. Employees were given 2 days training on how to use the App to record the order. At this stage employees accept the change and form an opinion about the organizational objectives. It is important for the organization to implement the changes in a systematic way (Bridges and Bridges, 2017).
Refreeze: After the successful training of the employees, the trained employees were asked to use the technology. The restaurant is experiencing major changes with implementation. At this stage it is evident to manage the changes. Employees were given an individual Ipad to take orders from table (Cameron and Green, 2015).
Previous changes in the organization were helpful enough to meet individual needs. It was difficult to incorporate the changes in the past. Employees were not happy with the changes. It is the toughest part of my job to equip employees with the change. by the time. I understood that Employees need time to accommodate themselves with the change in order to gain effectiveness. Employees have a tendency for not accepting the changes taking place as per their convenience. This has caused a problem in managing organizational effectiveness. In a growing organization it is evident to manage the changes according to their aspiration. The only focus of the organization is to develop effectiveness by incorporating changes at different level (Cummings and Worley, 2014).
Employees do resist against the changes taking place in the organization. In order to admit their acceptance, it is important to manage the changes in a well an effective way. Organization can only manage the changes if they are able to gain market competitiveness. In this way they can manage the organizational goals. Their willingness depends upon the growth. Employees do face issue in managing the changes in the organization. They do not consider the changes as necessary. For making effectiveness, it is evident for the Restaurant to assess individual behavior and incorporate significant changes in order to manage organizational effectiveness (Daft, 2014). In beginning it is difficult to manage the changes in a well-defined way. In order to gain market effectiveness, it is important to incorporate changes in a definite way. Employee behavior needs to be analysed by conducting meeting. This will give them an opportunity to present their ideas. While implementing changes special attention was paid to managing operations development. Changes are important for a well-developed organization in order to procure maximum growth. As per my experience, it is tough task to manage the employees in a large sized business organization. Effectiveness in an organizational model can only be gained through implementation of effective change management theories (Demirkan, Spohrer and Welser, 2016).
Conclusion
To conclude, an organization does face issues regarding implementation of policies and goals. It is evident in the current scenario. Learning is important for gaining market competency. The purpose of the report is to assess implementation of changes. The technological changes introduced in the organization are hard to manage. Organizational change and behavioural concepts are vital for a business organization in dealing with the significant issues this creates dispute among the employees. The only way to gain appropriate result is by designing the learning connection in a time-frame. Learning is always tough in an organization due to multiple reasons. It is tough at the initial stage to equip each and every employee to be technologically competent. The changes are implemented by considering the change model. This helps in an easy implementation of policies and allow in managing effectiveness at workplace. Hence for gaining market competitive goals, it is important to implement resourceful technology.
The major challenge was to train employee about the change and to provide them with a correct knowledge about the model. This tool allow in managing organizational effectiveness. Training tools were modified as per the general requirements. Employees were trained in a systematic way so that they can implement the practical knowledge well in meeting real life challenges. There are multiple issues regarding the procedure and management facilities regarding change management. It is effective for an organization to match up with the expectation of the employees. Changes are difficult for an individual to be managed. This reflects the ineffectiveness of the employees in meeting the regular targets. Changes disturb the organization for a time been due to ample of resistance from the surrounding. For meeting the individual expectations, it is necessary to match up with the desired goals. The organizational needs and growth has to be managed in order to meet the goals. In a long term growth plan, it is suggested to manage the changes in accordance to the objectives. Reaction of employees needs to be considered while undertaking individual opinion. On a long run, Organization can sustain the changes through innovative interventions these interventions are important for growth and development. Employees facing issues has to be handled critically. The issues have a long term impact on the organizational growth. It affects the sustainable environment and growth plans. Eventually it is important for the organization in matching up with the individual expectations. Training and development is crucial for the organization in gaining sustainable results and growth. In order to gain competencies, it is suggested to measure the competitiveness in the organization.
References
Booth, S. A. 2015. Crisis management strategy: Competition and change in modern enterprises. marketing.
Bradley, G. 2016. Benefit Realisation Management: A practical guide to achieving benefits through change. CRC Press.
Bridges, W., and Bridges, S. 2017. Managing transitions: Making the most of change. Da Capo Press.
Cameron, E., and Green, M. 2015. Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.
Cummings, T. G., and Worley, C. G. 2014. Organization development and change. Cengage learning.
Daft, R.L., 2014. The leadership experience. Cengage Learning.
Demirkan, H., Spohrer, J.C. and Welser, J.J., 2016. Digital Innovation and Strategic Transformation. IT Professional, 18(6), pp.14-18.
Gibbons, P. 2015. The Science of Successful Organizational Change: How Leaders Set Strategy, Change Behavior, and Create an Agile Culture. FT Press.
Gollenia, L. A. 2016. Business transformation management methodology. Routledge.
Organisational development & design explained .2017.Online. Available at: https://www.southampton.ac.uk/hr/services/od-explained/index.page Accessed on: 14 September 2017
Palmer, I., Dunford, R. and Akin, G., 2009. Managing organizational change: A multiple perspectives approach. economics: McGraw-Hill Irwin.
Palmer, I., Dunford, R. and Akin, G., 2009. Managing organizational change: A multiple perspectives approach. New York: McGraw-Hill Irwin.
Rothwell, W.J., Stavros, J.M., Sullivan, R.L. and Sullivan, A. eds., 2009. Practicing organization development: A guide for leading change (Vol. 34).John Wiley & Sons.
Storey, J., 2007. Human resource management: A critical text. Cengage Learning EMEA.
Turner Parish, J., Cadwallader, S. and Busch, P., 2008. Want to, need to, and ought to: employee commitment to organizational change. Journal of Organizational Change Management, 21(1), pp.32-52.
Weiner, B.J., 2009. A theory of organizational readiness for change. Implementation science, 4(1), p.67.
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