Organizational Culture and Change Management in Drax Technology and Services

The paper analyses the incorporation of the Drax technology and services with a precise focus on the different culture and the leadership. Considering the scope of effective implementation of the future plans and the implementation of the change in the organization, the paper provides an important analysis regarding the appropriate organizational culture and the agile ways of working for the incorporation of the technology.

Running head: MANAGEMENT
Management
Name of the Student
Name of the University
Author Note

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Organizational Culture:
The paper analyses the incorporation of the Drax technology and services with a
precise focus on the different culture and the leadership. Considering the scope of effective
implementation of the future plans and the implementation of the change in the organization,
the paper provides an important analysis regarding the appropriate organizational culture and
the agile ways of working for the incorporation of the technology. Other than this, the paper
discusses regarding the distribution of the power and the politics inside the company for the
effective management of the change in the business operations of the company. In addition to
this, the paper analyses the scope of managing the change with the application of the
Kaleidoscope model of change management.
Drax is seen to have great excellence in providing the much required life safety to the
people of United Kingdom. The organization is able to provide excellent services in the
domain of fire protection and alarm management and along with that, the company has the
capability to manage various procedures regarding the fire alarm maintenance, fire risk
assessment along with the fire alarm systems (Draxtechnology.com. 2019). Under such
situation, the company is focused in incorporating the modern technology and the innovative
solutions for the better management of the threat of the fire.
In order to integrate Drax Technology and services, the company is in need to have an
appropriate environment inside the organization which contributes to the flexibility of the
company in adopting to the changes. Alvesson and Sveningsson (2015) claimed that the
incorporation of the technology and services in the business operations of any organization is
largely dependent on the behavior or the ways in which the employees and the management
of the organization, takes it. Goetsch and Davis (2014) highlighted that the establishment of a
free flowing working environment where the employees of the organizations are able to

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communicate amongst each other regarding their operations or the developmental needs that
they face during the integration of the technology and services, becomes significantly crucial
in managing the integration in an effective manner. With a precise focus on the business
operations of the mentioned organization, it is evident that the company is facing
considerable number of challenges in meeting the training and developmental needs
regarding the management of the internet, machine learning and the artificial intelligence.
Under such situation, the decline in the performances of the company is pretty prominent.
Hence the company needs to come up with appropriate strategies for strengthening the
synchronization amongst the technology and the services for making sure that the
organization or more specifically the employees of the company are able to manage the
cultural differences.
Agile Ways of Working, Power and Politics:
Prior to the integration of the technology and services in the mentioned company, a
close look at the business performances of the mentioned company reveals the fact that the
organization is suffering from inappropriate business operations of the unskilled employees,
struggling from incapability of the management in recruiting experienced and skilled
employees and meting the developmental needs of the employees, incapability of paying
competitive and industry standards salaries to the employees. These sort of impurities from
the part of the management of the company is seen to affect the performances of the
employees in terms of both quality and quantity. Under such situation, the company is
observed to face a significant decline in the productivity and in the aspect of the service
excellence which are not only affecting the reputation of the company but also reducing the
capability of the organization in achieving the desired growth. The much required increment
in the generation of profit is observed to be tough to manage for the senior management of
the company. Rothaermel (2013) commented that the ability of the senior management of the

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company in providing the training facilities to the employees has great significance in
minimizing the number of faulty business operations from the part of the employees of the
company and along with that, the capability of the management in meeting the developmental
needs of the employees is considered to be a strong motivation for the employees in
accordance to the Herzberg Two Factor Theory (Alshmemri, Shahwan-Akl and Maude
2017). Under such situation, the company is expected to make sure that they identify the
developmental needs of the employees of the company. In addition to the identification of the
developmental needs of the employees, the company is required to ensure that the employees
are provided with the personalized training and developmental activities plan along with the
required infrastructural set up so that the employees of the organization be able to meet their
developmental needs and improve the skills and competencies. With effective completion of
the training activities, the company is in need to place experienced and skilled employees for
the evaluation of the improvement of the employees. This will be significant in increasing the
quality of the business operations which not only increases the service quality of the
organization but also influences the purchase intention of the customers. Hence the company
will be able to increase the profit as per the desired interest of the shareholders of the
company.
With a precise focus on the preparation of the organizations in managing the changes,
Rolková and Farkašová (2015) highlighted an important tactic in the form of participative
management with the claim that the organizations need to make sure that they are able to
involve the employees in their business operations during the change. The involvement from
the part of the employees of the company increases the ease in the implementation of the
changes inside the organization. Hence the senior management of the selected company
needs to make sure that they are able to establish the much required participative
management inside the organization where the responsibility and the power of the decision

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making will be distributed amongst the management and the employees of the company. The
company must promote the constructive conflict regarding the integration of the technology
and services inside the company as that have the capability to contribute with important and
innovative ideas. Along with that, the company must take the responsibility of managing the
conflict with effective consultation amongst the relevant parties associated with the conflict.
Change Management:
With a precise focus on the Kaleidoscope Model, the contextual features and the
implementation choices are observed to be limited. Considering the above mentioned
discussion and the scope of integration of the technology and services, the company is in
need to make sure that the management takes the responsibility for initiate the changes. For
increasing the readiness of the employees towards the management of the change, the senior
managers of the company are expected to communicate the vision of the change to the
employees of the company (Resnick et al. 2015). Considering the capacity aspect of the
model, the senior managers of the company must communicate the need of financial
investment to the shareholders of the company. Considering the capability, the organization is
in need to make sure that they manage the developmental needs of the employees of the
organization in an efficient manner. The implementation of the change is considered to be
much required for the organization to integrate the technology and services and under such
situation, the company faces the need to implement the change with immediate urgency.
The integration of the technology and the services is largely transformation as both
the aspects belong to different culture and leadership (Fink et al. 2015). The organization and
the managers of the company are expected to retain all the employees along with the
infrastructure that the company is currently using for the management of their business
operations during the change. However, the company has the necessity to change a range of

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its practices regarding the business operations as it becomes important for the company to
focus on the training and development of the employees and the establishment of the free
flowing communication for the improvement of the organizational culture inside the
company. It is evident that the employees of the company will have differences amongst each
other regarding the integration of the technology and the services inside the organization,
however, the managers of the organization are expected to make sure that they align the
different beliefs, values and the attitudes of the employees with the application of the code of
ethics inside the company. The company is in need to focus on the change of style of
managing the operations of the company where the company needs to restructure their
strategies for the effective management of the education of the employees, collaboration,
participation of the employees, direction and the coercion.

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References:
Alshmemri, M., Shahwan-Akl, L. and Maude, P., 2017. Herzberg’s two-factor theory. Life
Science Journal, 14(5), pp.12-16.
Alvesson, M. and Sveningsson, S., 2015. Changing organizational culture: Cultural change
work in progress. Routledge.
Draxtechnology.com. 2019. Security and Fire Safety Building Management Systems. [online]
Available at: https://www.draxtechnology.com/
Fink, M., Frank, H., Gundolf, K. and Kailer, N., 2015. Management of qualitative change in
small and medium-sized enterprises: A kaleidoscope of theoretical and empirical research.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence.
Upper Saddle River, NJ: pearson.
Resnick, D., Babu, S.C., Haggblade, S., Hendriks, S. and Mather, D., 2015. Conceptualizing
drivers of policy change in agriculture, nutrition, and food security: The kaleidoscope model.
Rolková, M. and Farkašová, V., 2015. The features of participative management
style. Procedia economics and finance, 23, pp.1383-1387.
Rothaermel, F.T., 2013. Strategic management: concepts. New York, NY: McGraw-Hill
Irwin.