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Globalization has impacted and influenced organisational structure of worldwide organizations
How does globalization affect organizational behavior
Impact of globalization on organizations
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Globalization has assisted with the development of growth for many companies. Growth increases employees and diversity within companies in order to maintain an understanding of new clients culture and also to have a competitive advantage among different companies. Nonetheless, in order to incorporate diversity and cultural expansion changes within the organization have to made. Change may not always be welcomed yet is a step companies cannot evade to take. Organizational change is described as an examination made on business processes and management structures and how these can be modified to obtain greater success and adapt to changes in the market. For small business in particular change is required in order to develop and sustain success …show more content…
Most employees will feel lost and discourage therefore is necessary for leaders to motivate and strive for greatness through frustrating times. During this time leadership qualities are put to the test in which human capital will determine if leaders can be great or will struggle and fail. A good leader through times of change must have a clear understanding of the situation and the amount of work needed to complete the transition. Learning in depth or having basic knowledge of the system and how it would be expected to work. If leaders lack communication and are not focused during the transition then the change will not have the outcome that is …show more content…
The first step of establishing a need would be placed by top management when regular processes are not achieving their maximum capacity. Implementing is when the change occurs. As explained before this step would need the leader to be as motivating and patient until everyone understands and follows through with the change. The last step monitoring is after the change is implemented. Here leaders will have a clear view on the success or failure of the change and the small changes that are needed to be made if the change does not work as expected. As with any change, failure may occur and leaders must be prepared for it as well. If the change does not improve the company 's success then more changes are needed to be evaluated and even a necessity of seeking outside help would be
Leaders benefit from building a team to create and implement change, this is a key theme in the Kotter model of change. This teambuilding engages employees throughout the process. Allowing employees to be a part of the change process gives them the opportunity and trust to be creative moving toward the future (Cochrane, 2002). Leaders can create opportunity for employees and leaders to dialogue about the change, which can help troubleshoot the process. Leaders who engage employees throughout the organization from various levels of the organization will receive perspectives from the entire organization helping them make better-informed decisions. Employees want to be allowed the opportunity to help an organization they believe in, in a way that enhances the
Leading Change was named the top management book of the year by Management General. There are three major sections in this book. The first section is ¡§the change of problem and its solution¡¨ ; which discusses why firms fail. The second one is ¡§the eight-stage process¡¨ that deals with methods of performing changes. Lastly, ¡§implications for the twenty-first century¡¨ is discussed as the conclusion. The eight stages of process are as followed: (1) Establishing a sense of urgency. (2) Creating the guiding coalition. (3) Developing a vision and a strategy. (4) Communicating the change of vision. (5) Empowering employees for broad-based action. (6) Generating short-term wins. (7) Consolidating gains and producing more changes. (8) Anchoring new approaches in the culture.
The authors state that the leadership is vital for any change in an organization. Though, the key begins with Defining the Vision. Perhaps, the ability to implement them rapidly and efficiently for the best result in terms of values, cost and time which described under Mobilizing, Catalyzing, Steering and Delivering. Here is the list of ten keys to Successful change
There is another approach to change management that is often used throughout successful organizations, which is the Lewin approach. In understanding Lewin’s approach to change management is an essence a three step process. First, leadership should ensure that employees understand and are ready for the change. Second, executing the intended change that an organization desires, and third, ensuring that the change becomes permanent (CSU-Global, 2016, p. 3). For example, let us say that an organization needs to implement a new method of tracking sales, but currently the organization’s method of tracking sales is based off a tally system monitored by individual salespersons. Ultimately, what the organization is looking for is an efficient and effective way to track sales without placing the burden and responsibility on individual salespersons. Thus, the organization needs to identify and clearly communicate the need for change and what exactly needs to change (unfreeze), secondly, the organization needs to implement the change with information, training, and support (change), finally, solidifying the change to ensure that is becomes the norm for the organization (refreeze). Organizations need to inspire change before change can occur within the confinement of its own
As companies began to offer workplace principles of independence, out of the box thinking and open-door policies; wouldn't it be even more important to have a cultured workplace. Workplace diversity is the here & now and also the wave of the future as markets expand into global territories. Setting the legal obligations asides a company should want to maximize its potential by reaching out beyond its current marketable persons and into other bodies of people. The cause of having such a diverse foundation shows growth and understanding to support the "changing of the times" of the modern workforce. The effects are how diversity impacts the company's personnel, economy, and global markets.
Graetz, F., & Smith, A. C. T. (June 2010). Managing organizational change: A philosophies of change approach. Journal of Change Management 10(2), 135–154.
In an organization, change is normal and expected, so when leaders are vigilant they are better able to respond to change. Dealing successful with change
This paper will be broken down into six sections profiling each critical part of implementing and managing change in an organization. The sections included are; outline for plan creating urgency, the approach to attracting a guiding team, a critique of the organizational profile, the components of change, and how to empower the organization.
International businesses are also finding new ways of increasing diversity abroad. Instead of using expatriate employees as management, they are starting to hire locals. Companies that operate abroad are realizing that using expatriate employees is not a permanent solution. They are often expensive, and are not capable of translating their skills into the new environment. In a company that operates globally, it is important that the company knows how to relate to the local markets, and a great way to do this is by hiring local talent. Hiring locally is cheaper, there is not a language barrier, and they are accustomed to the business environment in the area(5). They can also help the business by providing a new perspective into international markets, and offer ways that the company can improve their diversity abroa...
The idea of change is the most constant factor in business today and organisational change therefore plays a crucial role in this highly dynamic environment. It is defined as a company that is going through a transformation and is in a progressive step towards improving their existing capabilities. Organisational change is important as managers need to continue to commit and deliver today but must also think of changes that lie ahead tomorrow. This is a difficult task because management systems are design, and people are rewarded for stability. These two main factors will be discussed with reasons as to why organisational change is necessary for survival, but on the other hand why it is difficult to accomplish.
The change process within any organization can prove to be difficult and very stressful, not only for the employees but also for the management team. Hayes (2014), highlights seven core activities that must take place in order for change to be effective: recognizing the need for change, diagnosing the change and formulating a future state, planning the desired change, implementing the strategies, sustaining the implemented change, managing all those involved and learning from the change. Individually, these steps are comprised of key actions and decisions that must be properly addressed in order to move on to the next step. This paper is going to examine how change managers manage the implementation of change and strategies used
The world is constantly changing in many different ways. Whether it is technological or cultural change is present and inevitable. Organizations are not exempt from change. As a matter of fact, organizations have to change with the world and society in order to be successful. Organizations have to constantly incorporate change in order to have a competitive advantage and satisfy their customers. Organizations use change in order to learn and grow. However, change is not something that can happen in an organization overnight. It has to be thought through and planned. The General Model of Planned Change focuses on what processes are used by the organization to implement change. In the General Model of Planned Change, four steps are used in order to complete the process of change. Entering and Contracting, Diagnosing, Planning and Implementing, and Evaluating and Institutionalizing are the four steps used in order to complete the process of change in an organization. The diagnostic process is one of the most important activities in OD(Cummings, 2009, p. 30).
Nowadays, the phenomenon of globalization has massively affected the social and cultural values and has made an assembled standard of uniqueness and obstacles. Moreover, international organizations such as multinational companies, corporate brandings, non-governmental organizations, and global media play a critical part by quickening communications among social societies worldwide (Ghodrati, Joorabchi & Muati, 2015). Especially for the effect of globalization, world has started become more culturally diverse and incorporated each and another. In today’s workplace, a constructive effect of cultural diversity in the work environment is that employees having a place
With the proliferation of the internet international Business transactions are more common today than ever. Globalization is now a key factor when creating a business strategy for most companies whether they are small family own businesses or huge corporations. Globalization however does not just involve selling a product in other countries. There are legal and cultural concerns that must be addressed. The legal aspects are fairly simple because in most places the laws are spelled out. It's the local customs, and regional way of doing things that can be tricky. Research on globalization has shown that it is not an omnipotent, unidirectional force leveling everything in its path. Because a global culture does not exist, any search for it would be futile. It is more fruitful to instead focus on particular aspects of life that are indeed affected by the globalizing process. (1). In this new economy, as it has been in the past, it will be the people not the machines who will determine a company's success. Having an effective Human Resource Management team that effectively analyze your company's current and future personnel needs is key in any business organization.
Managers must first evaluate their personal reactions to the organisational change and how they can best accept this change. They must then ascertain the knowledge or training they may need to lead this change in the most successful manner.