Value and Contribution to Organizational Success

This report discusses the value and contribution of organizational design, different approaches to create a skilled workforce, and the impact of emerging HR developments on organizational success. It explores the importance of organizational design theory in fulfilling organizational strategy, different techniques to create a skilled and dedicated workforce, and the research and contemporary knowledge supporting evidence for emerging HR developments. The report also examines how organizational design responds to change management and the complex relationship between transformational change and psychological change.

Value and Contribution to
Organizational Success
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EXECUTIVE SUMMARY
The report has been prepared concerning the change management and organization
design and structure for successfully analysing the core concepts along with fulfilling the
organizations needs and wants. The report has been directed towards making it concentrate upon
the various other factors such as HR development processes and procedures to be successfully
implemented by the company.
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Table of Contents
EXECUTIVE SUMMARY ............................................................................................................2
INTRODUCTION ..........................................................................................................................4
MAIN BODY...................................................................................................................................4
P1. Importance of organizational design theory in context of organizational structure fulfilling
organizational strategy.................................................................................................................4
P2. Different approaches and techniques to create skilled and dedicated workforce .................6
P4. Research and contemporary knowledge to support evidence for emerging HR
developments...............................................................................................................................7
P4. Organizational design responding to change management ..................................................9
Recommendations .....................................................................................................................11
CONCLUSION .............................................................................................................................11
REFERENCES..............................................................................................................................13
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INTRODUCTION
Change management is defined as the process and technique which the organization
adopts to fulfil its goals and objectives in internal and external business environment (Barrow
and et.al., 2017). NOBL is a consulting organization. The firm has offices in London, the US and
Canada and supports more than 80 clients on five continents, and across two-dozen industries.
The report will examine the importance of organizational design theory in context to
organizational structure and fulfilling organizational strategy with specific organization
examples in assessing its know-how. Different approaches and techniques for HR to create
skilled and dedicated workforce will be determined in various ways of attracting, maintaining,
developing and rewarding HR. Along with this, research will be conducted and contemporary
knowledge to support evidence for emerging HR developments will be analysed. Also, how the
organization design responds and adopts to change management and the relationship that exist
between transformational change and psychological change will be evaluated.
MAIN BODY
PART — A
P1. Importance of organizational design theory in context of organizational structure fulfilling
organizational strategy
Organizational design is defined as creation of roles, processes and structures to ensure that the
organization is functioning properly and efficiently. Organizational design helps the organization
review its strategies and implement new rules and procedures wherever necessary. New strategic
opportunities are unlocked by having organizational design (Fjeldstad and et.al., 2018).
Importance of organizational design is -
Good organizational structure and design helps in effective communication inspire
innovation and increase productivity. Poor productivity can be assessed through organizational
design and its organizational structure. Organizational structure creates an environment where
individuals work effectively and efficiently.
Different organization design theories —
Matrix Organization design:
There are two types of designs which fall under matrix organization which are project
design and functional organizational design. The matrix organization structure provides
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permanent management structure by combining project and functional structures. This
organizational design balances both project and technical goals and allocated specific
responsibilities. Technical goals refer to how well work is done, while project goals relate to
issues which are related to type of work done along with its cost. There are various departments
which consists of different functions related to the work and the organization structure. These
departments have individuals which are area specialists, research specialists, extension group and
administration staff (Kenis and et.al., 2020). Different assignments are made at the beginning of
each project through collaboration between functional and project managers. Therefore, matrix
organizational structure helps in identifying both the project requirements and functional
requirements to be met by the organization on large scale.
Project Design:
Project design is also known as team or task force type. Problems which cannot be
handled by single department are coordinated across different other departments for specific,
temporary and complex problems. When this happens, the design facilitates inputs from different
areas. The teams which are prepared and formed for the project to be successfully accomplished
who are the members from different departments and functional areas. In this formation of team
various members contribute with their expertise and skills in the area of their specialization.
Also, there are research stations and specialists which contribute to the project types which are
constituted in this project design that is Project A and Project B (Worren, 2018).
Various examples to which organizational structure is fulfilling organizational strategy are
as follows -
At Deloitte, the organizations and its entities form Global organization. This is the
structure which allows Deloitte to be an industry leader at all levels — globally, locally and
nationally. This structure confers important strengths, considering a deep understanding of local
markets and a sense of duty among Deloitte firm professionals, who have direct stake in the
unity and development in their local patterns. This structure helps Deloitte in fulfilling its
strategies such that the process and procedure which are followed for the accomplishment of
goals through those strategies are fulfilled in achieving the standards set.
At McKinsey and Company, follows structured organization process which reveals its
functioning. The proper structure of McKinsey and Company is also fulfilling the organization's
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strategy which is fulfilled on basis to achieve goals and objectives of organization (Remenova
and et.al., 2018).
P2. Different approaches and techniques to create skilled and dedicated workforce
Approach to Motivation -
Need Hierarchy Theory — Maslow focused on need hierarchy theory which stated five factors
to which these needs should be fulfilled. These needs are - Physiological needs like hunger, thirst, sleep, etc. This need of employees or workforce
when fulfilled will satisfy them towards what they want from the NOBL and will provide
their full potential (Subramanian, 2017). Safety and security needs of employees should be fulfilled to create effective workforce
which makes it easy for them to dedicate themselves towards the NOBL. Belongingness needs of employees must be satisfied to ignite healthy and cordial
relationships formed within NOBL. This will also enable effective communication among
the workforce. Self-esteem needs of employees should be concentrated upon in the organization for the
employees. When self-esteem needs are fulfilled it will result to recognition in the NOBL
and workforce will be dedicated to generate effective results (Badubi, 2017).
 Self actualization needs of employees should be pondered upon in the NOBL such that
the workforce is concentrated upon achieving the best of what they deliver to the
organization through their performance.
Approach to Human Capital -
Microeconomic Approach — Human capital is considered as one of the factors of production
such as material, property, and human labour making up costs of production to company or firm
at large. In business view, this approach is concerned with the human capital and the workforce
of NOBL. The qualitative aspect of human capital is that it focuses on the company's workforce
to be skilled and creative to generate productivity in the work (Ismail, 2017). The organization
focuses on maintaining, attracting, rewarding and developing Human Resource to create
effective and efficient workforce.
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Macroeconomic Approach — The macroeconomic approach focuses on human capital and
workforce. Training and retraining is provided to the employees to create and build skilled and
dedicated workforce. This approach is used by NOBL to attract, maintain, reward and develop
the Human Resource of organization (Cooper and et.al., 2017). This macroeconomic approach
also helps in analysing the external environment. Through this approach the performance and
productivity of the workforce can be measured and corrected there and then when needed.
Approach to Knowledge Management -
Knowledge or human capital has more and more been considered as the most precious capital of
NOBL (Barão and et.al., 2017). Knowledge Management focuses on skilled and creative
knowledge of workforce. The approach followed is -
Process Approach — The process approach codifies organizational knowledge through
processes, technologies and controls. The linkage of human resource with knowledge
management is the skills, talent and inventiveness of workforce such that the NOBL does not
face any difficulties and problems in improving the performance of the employees and the
workforce in which the intention is to create developed and effective workforce for
accomplishment of goals and objectives to be fulfilled successfully (Dayan and et.al., 2017).
Process theory ensures that the human resource of organization is efficient enough to produce
quality performance. By following process theory of Knowledge Management, the workforce is
improved to be skilled and dedicated. The organization focuses on maintaining, creating,
developing and rewarding the workforce to be more skilled and creative to generate effective and
efficient results for the organization to accomplish its goals and objectives.
P4. Research and contemporary knowledge to support evidence for emerging HR developments
Human Resource Development is structure that works for intensifying the human capital
of NOBL by raising both employee and company to be amply functional.
Evidence for emerging HR developments -
HR skills and practices — To make the change factor effective and efficient, it is essential for
HR to imbibe into extensive research to figure out the changes which have been done worldwide.
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This should be done by considering the global environment and developments which are
observed through changes.
Future of HR as a process and function — Changes have been observed in the technological
advancements which have taken place in NOBL in the recent years of evolution. Functions and
needs of HR need to evolve according to the demands and needs (Reddy and et.al., 2017).
Therefore, HR should function both as a process and a function which will help in analysing the
future base of the organization.
Increasing demand of improved work life — Individuals are opting for better work life along
with developments observed in technology and time. Flexible operational hours, better working
environment and a great leadership followed by NOBL balanced everything that an employee
asks for. Satisfactory environment results in satisfactory staff with increase in quality of
productivity in work through which organization achieves goodwill in the marketplace.
Impact of Cross — Cultural Engagement — Globalization has become an important factor for
NOBL. Diverse working environment has been created for the employees which allows hiring of
different employees regardless of their background and ethnicity. This requires the employees to
adopt the eminent changes done in the internal and external environment of the organization.
Emerging HR developments which will affect the role of HR function in future -
Human resource Management sector is now shaping and developing according to the
trends speedily. It is now changing the role of its old functionality and practical
way (Lopez-Cabrales and et.al., 2017). Previously, human resource development used to focus
on procedure and project designing and formulating course, nowadays, it has transformed into
accelerating the capability and productiveness of its employees.
Technological advancement is also a changing factor. Also, everything is becoming
dependent on technology and consequently, development regarding human resource management
sector is also constructing its path considering the detail and appropriateness to it.
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As employees are learning all the time, role of HR will be affected as they will have to
change their functions by evaluating the performance of employees. Employees development
will drive changes in the HR policies of the NOBL. This will also upgrade the patterns and
practices which will be considered as important in the future.
New ways of employee appraisal performances will be generated and measured based on
the employees' performance. This will ignite a new energy in employees to perform better at
their work. For this, Human Resource Departments are looking for new ways of appraising the
performances of the employees on NOBL.
Judgment and conclusion supported by a synthesis of knowledge and research information
include -
It is concluded that the new ways of employee appraisal performances, employee's
learning process and technological advancements will have positive impact on both employees
and NOBL organization. This will help in assessing the present performance and changes that
can be made in the future.
PART — B
P4. Organizational design responding to change management
Change management is defined as the process and techniques through which the
company or organization implements change in both external and internal organization
environment (Clement and et.al., 2018). NOBL organization design consist of various activities
which focuses on enriching cultures and these activities include Coaching, Research, Facilitation
and Training. At NOBL, these organizational design activities are conducted by teams of people
with different backgrounds. Team members are trained organizational psychologists and change
management professionals.
Organization design and change management go hand in hand which demonstrates the
functioning along with the changes which have been adopted or incurred at NOBL. NOBL
process creates environment where change is “Safe to try” both to boost individual courage and
to ensure no single change can create any risk to individual business (Bals and et.al., 2017). The
psychological change that NOBL has that the management pass judgment that successful
products put the user at the center of their variety and practicality in order to become loved and
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irreplaceable. The transformation factors at NOBL is the change which takes place within and
outside the organization.
These changes have affected organizational design or structure at large. Changes are
positive when they contribute to the success of the organization. This ensures that the changes
which have been taken place at the NOBL are positively impacting the organization and its
employees.
Complex relationship between transformational change and psychological change is that
the psychology of change is that when it happens it may create difficulties in switching from one
situation to another. Individuals of the organization are pondered upon such factors which brings
changes in their behavior, and they have to somehow deal with the changes which are scheduled
in the upcoming process. Due to tranformational changes which occurs psychology of
individuals or employees of the organization gets affected (Hayes, 2018.). NOBL incurs many
transformations such as technological advancements, employee appraisal performances etc.
These changes affect the mindset of employees which comes under the category of their
psychological behavior and how they react to such changes or transformations taking place. The
reaction which employees of NOBL deliver towards the changes is positive as it does not harm
or creates risk to the employees or the individuals of the organization. But to address the changes
which takes place within organization are on the basis that they contribute well enough to the
success and growth of the organization as whole. Indeed, the relationship between the two
changes i.e. transformation and psychological is complex in its understanding and functionality
as whole.
Therefore, organizational design positively reflects and responds back to change
management of NOBL Organization. Also, this initiates various other processes and patterns
which can take place in the near future to complete the progress along with goals and objectives
to be fulfilled successfully (Vlados and et.al., 2018). This has also created new ways in which
employees and the organization can work together focusing on the changes that takes place and
generate new ideas of knowledge and process them in action for both ongoing and future
perspectives. This has promoted the various aspects of growth and development for NOBL.
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Recommendations
 There are three pillars of sustainability which are profit, environment and society. These
three pillars should be taken care of during the changes which occur in the Business of
NOBL.
 The change management should positively impact the organization without any risk or
harm being done to the organization.
 The HR development processes should focus on the new ways and innovative techniques
which helps the organization in its growth and developmental aspect.
 Organization design and structure should be formed in such a way that it ensures more
diversified work procedures and proper allocation of resources along with the employee
position is justified.
 Various activities that takes place like coaching, research, training and facilitation should
be more focused upon at NOBL.
 Newer ways of technological advancements should be promoted such that it produces
effective results and productivity is increased in the process of producing the products
and services rendered by NOBL.
 Along with this, employee appraisal practices should be valued which enhances upon
various ways in which employees are satisfied and increment in employee engagement is
observed.
Thus, these recommendations will help NOBL achieve its desired goals and objectives at present
and for future aspect effectively and efficiently.
CONCLUSION
Thus, it is concluded from the above report that the importance of organizational design
theory in context to organizational structure and fulfilling organizational strategy with specific
organization examples have helped in assessing its know — how. Different approaches and
techniques for HR to create skilled and dedicated workforce has determined in various ways of
attracting, maintaining, developing and rewarding HR. along with this, research was conducted
and contemporary knowledge to support evidence for emerging HR developments was analysed.
Also, how organization design responds and adopts to change management and the relationship
that exist between transformational change and psychological change was evaluated. Thus, the
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report has also identified the change management and the organization design which NOBL
follows. The values and HR developments have also been aided in acknowledging the ways in
which organization functions at large scale. This also has ignited the growth and development of
organization effectively and efficiently.
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REFERENCES
Books and journals
Badubi, R.M., 2017. Theories of motivation and their application in organizations: A risk
analysis. International Journal of Innovation and Economic Development.3(3).pp.44-51.
Bals, L. and et.al., 2017. Achieving efficiency and effectiveness in Purchasing and Supply
Management: Organization design and outsourcing. Journal of Purchasing and Supply
Management.23(4).pp.256-267.
Barão, A. and et.al., 2017. A knowledge management approach to capture organizational
learning networks. International Journal of Information Management.37(6).pp.735-740.
Barrow, J.M. and et.al., 2017. Change management.
Clement, J. and et.al., 2018. Searching for structure: Formal organization design as a guide to
network evolution. Management Science.64(8).pp.3879-3895.
Cooper, J. and et.al., 2017. Exploring comparative economic theories: Human capital formation
theory vs screening theory. The Journal of Applied Business and Economics.19(6).pp.68-
73.
Dayan, R. and et.al., 2017. Knowledge management as a factor for the formulation and
implementation of organization strategy. Journal of Knowledge Management.
Fjeldstad, Ø.D. and et.al., 2018. Business models and organization design. Long Range
Planning.51(1).pp.32-39.
Hayes, J., 2018. The theory and practice of change management. Palgrave.
Ismail, A.I., 2017. Employee learning theories and their organizational applications.
Kenis, P. and et.al., 2020. Back to the future: Using organization design theory for effective
organizational networks. Perspectives on Public Management and Governance.3(2).
pp.109-123.
Lopez-Cabrales, A. and et.al., 2017. Leadership and dynamic capabilities: the role of HR
systems. Personnel Review.
Reddy, P.R. and et.al., 2017. HR analytic-An effective evidence based HRM tool. International
Journal of Business and Management Invention.6(7).pp.23-34.
Remenova, K. and et.al., 2018. Span of control in teamwork and organization
structure. Montenegrin Journal of Economics.14(2).pp.155-165.
Subramanian, K.R., 2017. Employer employee relationship and impact on organization structure
and strategy. International Journal of Innovative Trends in Engineering.27(43).pp.39-44.
Vlados, C. and et.al., 2018. Global crisis, innovation and change management: Towards a new
systemic perception of the current globalization restructuring. International Business
Research.11(8).pp.9-29.
Worren, N., 2018. Organization design: simplifying complex systems. Routledge.
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