Organizational Systems and Development: Uber Case Study Analysis Essay

This essay delves into the realm of organizational systems and development, specifically addressing the critical issues of managing resistance to change and mitigating workplace stress. The introduction establishes the framework of organizational systems and development, emphasizing their role in shaping company activities. The main body of the essay examines the nature of change resistance, its various sources, and the tactics organizations can employ to navigate it effectively, using Uber as a case study to illustrate practical applications. The essay then transitions to the management of workplace stress, exploring its causes and offering various strategies for alleviating it, such as fostering supportive work environments, setting clear goals, and promoting flexible working conditions. The conclusion synthesizes the key insights, underscoring the importance of organizational change and effective stress management for sustained success. The essay draws upon academic research and real-world examples to provide a comprehensive understanding of these vital aspects of organizational behavior.

ORGANIZATIONAL
SYSTEMS AND
DEVELOPMENT
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TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Management of change resistant and stress in organizations......................................................3
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8
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INTRODUCTION
Organizational system is identified as the structure in which the company has to set up
their activities. Organizational structure defines the roles and responsibilities of each individual
according to their functions within the organization. A well- structured organization is a place in
which each individual is aware about their roles and to whom they have to report. While
organizational development is a complicated procedure that helps to built their capability to alter
and achieve greater potency by processing, rising and maintaining plan of action, constitution
and processes within the company (Nonino, F., 2020).
This report will highlight the concept for overcoming the resistance to change and
managing the stress level at workplace within Uber.
MAIN BODY
Management of change resistant and stress in organizations
Organizational change appear from the mechanism of the environment ans is necessary in
the society which is based on fast technological development. Organizational changes occur in
two circumstances first is if the market requires changes within the company or if the
organization itself wants to do changes while taking in mind the growth of the company and
achievement of company objectives (Shimoni, B., 2017). It has been analysed that if a company
does not make changes according to the requirement of change in recent scenario, then the
organization will unable to enhance their performance within the market space and thus unable to
compete with their competitors.
Resistance to change is a situation in which the in which the employees opposing or
struggling with the modifications or alterations done within the organization. This resistance can
be done for one employee or in the workplace as a whole. Resistance to change is difficult
procedure when the employees does not give any suggestions at first instance while it becomes
an easy process for management to deal with when the actions are overt and immediate by the
employees. The biggest challenge for managers and leaders within the company is to manage
with the resistance that is underlying. Take changes actions without the acknowledgement of
employees might results in loss of loyalty to the organization, loss of motivation of employees
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towards work, enhance errors and mistakes of employees, increased absenteeism and hence more
difficult to recognize by employees. Resistance for change can be from various sides, it is not
always resist from employees only. Sometimes the outsiders are also acted as resistance for
change people for the change that has been adopted by company. For instance in Uber, an ugly
war has been started within the local taxi drivers and the Uber company because they are the
ones who provide services to customers through one click from the application installed within
the mobiles phones of individuals and also provide sharing facility to their consumers. The
innovative and important change has been resistant by their competitors in order to not fulfil the
concept within the market space (Oreg, S., 2018). But with the support of their inventive and
hard-working employees, company is able to manage the situation of change and do continue
their business in efficient manner.
According to the study about resistance to change, it has been identified that there are six
tactics that helps the organization in order to manage changes or dealing with them
appropriately: Effective training and communication: Resistance can be reduced with the help of
communicating with the employees in order to help them to see the requirement of
changes for the betterment of the business (Dorling, J.L., 2017). Effective communication
can be achieved through one on one conversation in order to give detailed analysis of the
changes which is highly necessary for business activities or groups or even maintaining
reports. Participation of individuals: It becomes difficult for individuals to accept the resistance
for change in first instance. It requires primary assessment of employees that they are
able to take changes as they are fully aware so that they are able to make a meaningful
contribution and their involvement within the task can reduce resistance. It enhances the
quality of decision that has been taken by managers and thus obtain commitment. Facilitation and support: The support from change agents is able to make the company
in order to reduce resistance at the time of adoption of changes within the organization
(Karaxha, H., 2019). At the time when employees are not feel motivated or stressed, then
training, therapy, leaves, etc. are some options which helps them to reduce the stress level
of employees.
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 Negotiation: This is the another factor to make changes while negotiating for some other
thing in return. This technique is highly efficient when resistance comes from a powerful
source. Manipulation: Twisting of facts in order to make them more attractive and
understandable and thus create false rumours in order to make their employees accept
changes within the organization.
 Coercion: The concept of coercion describes that the employees has been threatened by
the managers or leaders from loss of promotions, threat related to transfer, negative
performance evaluation etc.
The resistance to change is evident in actions within the organization such as criticism, missed
meetings by employees, endless arguments, failed commitments and many more. When
employees are poorly introduced to changes and forced them to adopt such changes, the
employees became more resistant towards the changes. And the situation become worse when
they are not involved in the process of decision-making. If they have been involved within the
change management procedure then they are able to feel more satisfied and ready to adopt such
changes. Resistance to change is always the biggest threat for any company as the managers
wants to adopt changes in most appropriate manner and in which the whole organization is
involved and step ahead with the support of each other.
Management in terms of managing resistance for change within organization has been a
challenge for the firm. Such as for Uber, it becomes difficult for the firm to sustain the
motivation and morale at the time when the concept has been not supported by the other
competitors or local taxi companies within the market space. Such situations are highly
challenging for the organizations because the ultimate goal of any firm is to maximize
profitability of the firm.
Few stresses within the working environment is normal but if the stress at work interferes
the ability of employee in order to complete their tasks, it adversely affects the outcome of the
company and the employee health as well. In today's world the work place too often seems like
a roller coaster for employees in which they have to complete their pre-defined goals in order to
achieve company objectives in efficient manner (Andersson, G., 2018). Long working hours,
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tight scheduled deadlines, increasing demand within the market place enhances the workplace
stress among employees. There are various ways through which the stress has been killed while
working within the organization are: Approach co-workers for support: Having friendly behaviour with co-workers or support
system helps the employees to come out from the negative effects of job stress.
Subordinates provide help if the relationship with them are efficient and fruitful in order
to complete the task. Set clear goals for employees: It is important for the leaders to set clear goals for the
employees or team members so that the individual become clear about their roles and
responsibilities while completing the task. This helps to give employees the peace of
mind because they are fully aware and able to focus on their given projects. Offer flexible working environment: Flexible working environment is highly beneficial
for employees in order to reduce the stress level as in such conditions the candidates are
able to work according to their convenience which helps to decrease the level of stress
within them (Bleser, G., 2017). Lack of flexibility in company environment creates
rigidity within the organization and thus employees are more likely to leave rather than
continue their work within the company. Sharing of profits: Employees within the organization are work towards the completion
of task in efficient manner so that the company is able to take ultimate advantage in the
form of profits. But employees feel satisfied and motivated when they have been
rewarded by their managers or leaders. Even, if the business does not have a lot of extra
profit then also the owners should be generous enough in other meaningful ways.
 Discourage multitasking: Multitasking activity makes it difficult for employees to
become focused on one particular thing as well as drain the whole energy and does
increases the stress level. So, in order to decrease the stress level within employees, it is
highly important to divide rules and responsibilities efficiently so that the candidates are
able to focus on one particular task in order to achieve company objectives.
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CONCLUSION
From the above report it has been concluded that organizational change is the important
aspect within the organization in order to enhance the company activities and brand image in
front of their competitors. Though it has not always been accepted by individuals very easily and
the company have to take certain measures in order to make them successful. This concept has
been explained in the above study with the help of example of Uber company along with various
tactics that has been used to handle organizational changes. At the end of the study the stress
management also has been explained along with measures in order to manage them within the
organization.
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REFERENCES
Books & Journals
Annarelli, A., Battistella, C. and Nonino, F., 2020. A framework to evaluate the effects of
organizational resilience on service quality. Sustainability, 12(3), p.958.
Christmann, C.A., Hoffmann, A. and Bleser, G., 2017. Stress management apps with regard to
emotion-focused coping and behavior change techniques: a content analysis. JMIR
mHealth and uHealth, 5(2), p.e22.
Dorling, J.L., 2017. Impact of psychological capital on the resistance to change during post-
merger integration. Journal of Organizational Change Management.
Karaxha, H., 2019. Methods for dealing with resistance to change. Baltic Journal of Real Estate
Economics and Construction Management, 7(1), pp.290-299.
Ljótsson, B., Carlbring, P. and Andersson, G., 2018. Internet-based stress management for
distressed managers: results from a randomised controlled trial. Occupational and
environmental medicine, 75(2), pp.105-113.
Oreg, S., 2018. Resistance to change and performance: Toward a more even-handed view of
dispositional resistance. The Journal of Applied Behavioral Science, 54(1), pp.88-107.
Shimoni, B., 2017. What is resistance to change? A habitus-oriented approach. Academy of
Management Perspectives, 31(4), pp.257-270.
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