In every business offered by any organizations, it is very important to ensure that the customers will always satisfied with services provided. People nowadays are looking for the new technologies, new markets, new ideas and also new inventions. Thus the organization must always keep up with the current changes in demand to ensure that their services are still relevant to the customers. The changes of demand also called as an evolution and to achieve these, the organizations are advised to have a process that we called as “Business Transformation” (“Business Transformation: The Importance of Change,” 2014). The transformation means the implementation of new technology, outsourcing and also the efficiency of process. Most of the leaders are very passionate in preventing incompetence and waste to be happen in the organization yet they are neglecting the power of transformation (Filippone, Youden, Pennington, & Fersht, 2012). According to Schroeder (2013), the transformation will focus on the changes which related to the cultural and people. Transformations also focus on the changes in an aspect of systems and strategic. Basically transformation strategies are quite complicated because the process of innovation in any business environments will depends on it. We knows that in order to develop a business environment that supports the activities of innovation, most of the organizations will require an extensive changes in terms of the culture and systems of the organizational itself. The process can be difficult to achieve and also can caused disruptive, cost overflowing and time consuming. The innovation can give the potential of long term benefits but most of organizations more interested in short terms gains and cost reductions. The... ... middle of paper ... ...llenging to the organization is undeniable thus the organizations really have to come out with competitive transformation strategies so that they are strong enough to compete with their business competitors (Tonono, 2008). The transformation strategies can provide the organization the strength and confidence to make the changes and innovation of the business during the time being and also in the future. The strategies is for the future planning and from that, the organization can see the opportunities that they can gain later (McLocklin, 2009). For the organizations which implementing innovation in their business environment, it is not easy for them to cope with the changes. With the transformation strategies, it can help the organizations to adapt the changes and ready to be productive as mentioned in Formulation of Organizational Transformation Strategies (2014).
According to Gerard and Teurfs transformation methods, listening, having dialogue and community building can be used to transform the different cultures of a global organization, by developing newer, improved cultures. For the transformation to be successful the turnaround teams engaged in collaborative dialogue with participants to emerge the new culture and mutually agree to a newer direction for the company. The staff had to suspend their judgment of others from the past, and attach their thoughts, opinions to their new identity by actively being engaged in forms of comprehensive and therapeutic listening, living their new ethical direction that was set from the new CEO Ed Breen (Palmer, Dunford, & Akin, 2009).
It is important that if you are ever running a business, you change before the change comes to you. Change can have either a positive or negative effect on a business and it is extremely important to strive to make it a positive
According to Oxford dictionary, transformation is a marked change in form, nature, or appearance. Personal change management is based on our preferences and available alternatives. In terms of organizations, however, the complex process of changes takes a lot of efforts and time. It involves drastic changes on organizational level that are caused by either external or internal triggers. The example of external change is when competition pushes our businesses to meet certain standards and provide the same or higher level of product quality or service. Internal triggers to change are when an organization detects internal faulty processes that fail to perform and should be corrected within an organization. There are lots of economic factors that could have transformational impact on our businesses. Therefore, force organizations to change and transform companies into something else. For instance, currency devaluation, market globalization, emerging companies, competition, the evolution of technology, the
Hawkins (2009) states that transformational leaders scaffold all employees’ efforts towards the mission, advance communication avenues within the organization, and share all threats from competition to organizational waste to define the problems in addition to the need to reorganize for the future success and survival of the organization. Transformational leadership styles are critical to the progression of IT governance through achieving rap...
Innovation has rapidly assumed a position of prominence in world competition on a global scale. To compete in this environment, organizations need a level of innovation. As competition becomes more global and time-based, organizations must develop and deliver new and superior products or services in less time. The challenge for modern organizations is to revitalize them so they can successfully and continuously develop newer products and enhance business development.
Changing situations throughout the world affect all organizations in business today. Therefore, most organizations acknowledge the need to experience change and transformation in order to survive. The key challenges companies face are due to the advancements in technology, the social environment caused by globalization, the pace of competition, and the demands regarding customer expectations. It is difficult to overcome the obstacles involved with change despite all the articles, books, and publications devoted to the topic. People are naturally resistant to fundamental changes and often intimidated by the process; the old traditional patterns and methods are no longer effective.
Change initiatives are time intensive and exorbitant, which portentously influence an organization’s push toward success. And almost fifty percent of these initiatives are unsuccessful. Given that the certainty of change is inevitable, organizations will be required to determine how to effectively acclimate and endure change. Each tactical change in plans organizations are produced via programs and developments, and thriving organizations manage change by managing their developments and programs effectively.
Kotter, J. P. (2007). ‘Leading change: Why transformation efforts fail’. Harvard Business Review, January: 96-103.
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
Not only the type of the work employees are required to do changes, place, method, and environment of the work is also subject to transformation. With high turnover being common characteristic among modern organizations, people have to work in teams each time composed of different people.
Achieving organizational objectives or improving on them is typically a combination of strategic planning, tactical planning and some form of change management (Starke & Sexty, 1992, p.97-99). Goals must be defined (strategic planning); courses of action adopted and implemented (tactical planning) and ultimately reinforced, introduced or replace an existing system within the work environment (change). Firms have conducted such planning in all core business units such as Marketing, Finance, Human Resources and IT in the hopes that the aforementioned strategies translate into some degree of competitive advantage.
Transformational change thinks about with choices organizations create to enhance their competitive performance. Activities those square measure unique, valuable, and difficult to imitate enhance the organization’s performance by establishing a competitive advantage over its rivals. The success of a competitive strategy depends on organization responses that lead to unique, valuable, and difficult-to-imitate benefits. Transformational change assists organizations in developing these benefits and managing strategic change.
After reading chapters one through four of the book Leading Change by Kotter, a better understanding of the eight steps of creating major changes in an organization has been gained by the author. Change is always happening in some shape or form. Competition drives change within organizations. Companies drive each other; they can challenge each other to compete. A good example of that is Ford and Chevy; they have been battling each other for decades on who can make the nest sports car in America. Competition is good for both the consumer and the organizations: it can lead to numerous great ideas.
In the nutshell, changes in business environment are unforeseeable. It is common that sometimes company’s activity shall change to continues sustainable in the open market. Some company may threat of downsizing, bankruptcy or changing business model due to unfavorably change of business environment. Thus, it is important to manage change of business environment, which involved internal and external forces of change that contribute to incremental changes and transformation quantum changes in the organisation.
Organizational change is a process of developing a strategic plan for modifying an enterprise’s business processes through the modification of policies, procedures and processes to move the organization from an “as is” state to a “to be” state.