Organizational Change Assignment | Change and Transformation
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Added on 2020-05-28
Organizational Change Assignment | Change and Transformation
Added on 2020-05-28
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Running head: Change and transformation in organizationsChange and transformation in organizationsName of the student:Name of the university:Author Note
Change and transformation in organizations1Introduction:Organizational change is the term that denotes the referring of collections to various activities likeredefining, re-designing and re-engineering business systems. Different dominant enabling technologiesare changing organizations regarding information and techniques. Since business models are changingrapidly under economic environment, acquisitions and mergers have been altering the faces oforganizations. Thus it is seen that organizations have constantly needed to turn into an efficient andflexible organization. Then there should adopt a customer-centric approach to organizational activities.Moreover, the present strengths for creating a more productive environment is to be identified. Further,there should be reaping and understanding of benefits of business alignment and competitive IT. Then,there should be a promotion of integrated approaches towards IT and businesses. The transformationmust be achieved by improving operations. To gain quantum development in the efficiency of forms.This must be done through reducing costs, developing quality and services and a decrease ofdevelopment time. Then there are strategic transformations. This is the process of changing strategyseeking to regain various sustainable competitive benefits. This is done by redefining multiple businessobjectives. This is also helpful to create new competencies and then harnessing those abilities formeeting market opportunities. In this study, various set of theories are defined. Then the methods aresynthesized. The theories include technology frame theory, 4 motor theory, between control and shifttheory and so on. Various examples are also discussed related to those theories from specific cases. 1. Discussion of various change drivers: 1.1. 4 Motor theory:The theory consists of various helpful activities. It demonstrates various theories in abstract and simpleterms. It offers processes towards complicated theories for developing component motors. These areused for standards for evaluating tightness, completeness and forms for particular development theories(Van de Ven & Poole, 1995). It is seen that the system has been supporting inductive researchesthrough spelling out properties of 4 motors and situations within which they have been operating. Here,two distinct motors interact as product development process make development. The motors have beenvarying in strength as the overall process unfolds. There are scopes for various motors to be active astime passes. This happens particularly the as spatial dispersion of different influences take place. Thelife-cycle motor ruling regulation approval as dominant and overshadowing various technologicalprocess entrain the to various step-wise approval methods. For understanding the case, various primarycharacteristics of various organizations are taken into consideration in this study. The companies areVodafone Group product development, Ericsson Microwave Systems and ABB automation. Here, theorganizations comprise of few common primary characteristics. They include worldwide organizationshaving various employees and the global market. Here, 4 model theory can be deployed for productdevelopment (Karlstrom & Runeson, 2005). Further, in reaction to those challenges, various Europeanand North American software industries have adopted 4 motor theory. This has been helpful for them toremain competitive (Iversen & Ngwenyama, 2006). Hence, it is seen in both cases the organizationalchanges and developments have been influences through various actors and units. This has beenhappening both internal and external to organizations. Here, the impact of any single motor at any onelevel over any motor at a distinct level has been mediates through the process where the motors havebeen engaging others.
Change and transformation in organizations21.2. Panned approach to change theory including field theory, group dynamic, action research, 3steps model:It is the approach to know the behavior of certain groups. This is done by mapping the complexity andtotality of the area where this behavior occurs. To analyze any specific case, it is needed that thepresent situation is seen as the status quo as maintained by special forces and conditions. This hasbeen affecting the structure of groups and changing the distinct behaviors (Lewin, 1947). Hence it canbe said that this different behavior of functions of a group environment or field as they have beentermed. Thus any modification in behavior changes from any change irrespective of the situation it islarge or small in various forces under that area. Besides, the “field” can be defined as the total ofdifferent coexisting realities that are conceived to be mutually interdependent. In the study, five teamsare observed in three distinct organizations. They introduced effective agile development methods. Thisis to develop their capability to provide iteratively and within the time within rising in software quality.They have also been developing teamwork and communication of team. At first company, A has createdan efficient customer-specific software in contracts. They developed systems to plan and make workcoordination. Besides, company B has manufactured various receiving stations regarding Earthobservation and meteorological satellite data. Next, company C has developed both customer-specificand mass-market software regarding process industries, offshore and maritime. Here, those five teamshave received similar training in agile development. At one day there has been introducing towardsscrums and another day there has been tailoring of agile practices to those projects (Moe, Dingsøyr &Dybå, 2009). The Approach undoubtedly has a high effect on the areas of changes. To appraise theapproach towards change, the case studies have shown three problems. Then there has been nature ofthe contributions, validity of criticisms levelled against the theory. Analyzing the contribution towardschange theory and practices, three points can be noted. The first one is the work stemmed from theconcern to see smart approach to solve various social conflicts. This is done by changing groupbehaviors. This is irrespective of the fact whether the conflicts are in a group, societal or organizationallevel. Next, it is seen that the theory promoted a humanist and ethical approach towards change. Thishas seen involvement and learning as the primary process to achieve behavioral change. 2. Implementation and innovation effectivess:2.1. Innovation implementation and climate of change model theory:The implementation is the method to gain targeted organizational members committed and appropriatefor using that innovation. The model proposes that deploying effectiveness and quality of targetsorganizational members have been innovation as the function of two elements. The first one is theorganization’s climate to implement change. The second one us innovation to a value of targeted users.This model has specified various ranges to deploy the results like commitments, compliances,avoidances and resistance. Moreover, the model has also discussed the equifinality of the climate fordeployments, demonstrating within and between various organizational distinctions under innovation-values fit (Klein & Sorra, 1996). The effectiveness of innovation in current state has demonstratedadvantages of a company and has been receiving outcomes of deployments of provided innovations likeemployee morale, customer service, productivity, profitability. For example, Primavera systems haveprovided various solutions of an enterprise of project portfolio management. This has helped clients withmanaging projects, resources and programs. This organization has helped various 90 businessanalysts, project managers, documenters, testers and programmers. As one decide to develop the waysto create software and raise the quality of life for every people in the team, the answer to agile softwaredevelopment is found. Adoption of agile processes in the methods of constant improvement andlearning (Baaz et al. 2010). This transition has needed hard work, focus, intense and strong discipline.Though innovation has been unlikely yielding important advantages to adapt companies toll theinnovation is utilized constantly and well effective implementation has not been guaranteeing that theinnovation must be providing benefits for Primavera systems.
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