Change
Change is an ongoing and never-ending process of organizational life. (Van de Ven 58) The world is constantly changing and it is changing the ways that organizations are run. Whether it is technological or cultural change is present and inevitable. Organizations have to change with the world and society in order to be successful. They must continue to use innovation in order to maintain 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. My organization embraces change and is constantly looking for the next step in innovation to improve the customer experience.
Single Sign On
Capital One is continuously moving the company into the digital age. The company wants to use new innovative ways in order to make things easier for the customers. Recently the company has decided to move toward a single sign on. This minor change is going to drastically affect the customer experience at Capital One. Instead of having separate usernames and passwords for each of their Capital One account, customers will have just one. One username and password will open all of their accounts within the company. If they have bank account with Capital One as well as a credit card they are able to see both accounts with one log in attempt. This change will minimize the tendency to forget usernames and passwords, since there will be less to remember. Previously customers were only able to link accounts with the same username and password within that particular line of business. So if a customer has two credit cards they would be able to share a username. But if the customer had a ban...
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...titive advantage with logistics information technology. International Journal of Physical Distribution & Logistics Management, 42(1), p8-35. Retrieved April 12, 2014, from the Business Source Complete database.
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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.
Palmer, I., Dunford, R., & Akin, G. (2009). Managing organizational change: A multiple perspectives approach (2nd ed.). Boston, MA: McGraw Hill
Change is a fundamental element of individuals, groups and all sorts of organizations. As it is the case for individuals, groups and societies, where change is a continuous process, composed of an indefinite amount of smaller sub-changes that vary in effect and length, and is affected by all sorts of aspects and events, many of which cyclic are anticipated ones. It is also the case for organizations, where change occurs repeatedly during the life cycle of organizations. Yet change in organizations is not as anticipated nor as predictable, with unexpected internal and external variables and political forces that can further complicate the management of change (Andriopoulos, C. and P. Dawson, 2009), which is by itself, the focus of many scholars in their pursuit to shed light on and facilitate the change process (Kotter 1996; Levin 1947; et al).
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.
Computers are a magnificent feat of technology. They have grown from simple calculators to machines with many functions and abilities. Computers have become so common that almost every home has at least one computer, and schools find them a good source for information and education for their students (Hafner, Katie, unknown). Computers have created new careers and eliminated others and have left a huge impact on our society. The invention of the computer has greatly affected the arts, the business world, and society and history in many different areas, but to understand how great these changes are, it is necessary to take a look at the origins of the computer.
Van de Ven, A.H. and Poole, M.S. (1995) ‘Explaining development and change in organizations’ Academy of Management Review, 20/3, 510-40
Change in an organization occurs when an organization identifies an area of where necessary change must be undertaken, examines it thoroughly and adapts to it. This may lead to gaps where employees may not adapt to a certain change and therefore it is important that an organization takes into considerati...
Today, Americans are faced with the increasing change of technology in our everyday life. Sometimes the change happens and we do not realize how it affects our lives. I think it is always a good idea to talk to someone that is older than yourself, like your grandparents to remind you of the times in their younger years. Hopefully, that will open your eyes to the changes we face in this generation and the generation to come. In this chapter, the author explores the relationship of changing technology to changes in both the environment and social institutions.
Introduction In an attempt to find out why most governments and economists encourage technological changes even though it increases structural unemployment, it is important to first and foremost understand the meanings of ‘technological change’ and ‘structural unemployment’. Technological change refers to the improvement of processes that make it easier to produce more, efficiently and at reduced inputs. On the other hand, structural unemployment refers to a situation where skills needed to produce efficiently cannot be matched to appropriate unemployed persons due to technological change – in other words, it refers to inefficiencies in the labor market. Governments and economists and encourage technological change in order to efficiently improve production with reduced inputs, thereby boosting the economy. Impact of technological change on employment As new innovations and technologies are brought into production processes, matching continuous training is necessary to ensure that the supply of skilled labor is available to work with these technologies.
One of the first scholars to describe the process of organizational change was Lewin (1974). He described change as a three-stage process that consists of unfreezing, moving and freezing stage. During the unfreezing stage the organizations become motivated to change by some event or objective. The moving stage is like implementation when the organization actually makes the necessary change. Furthermore the freezing stage is reached when the change becomes permanent. Organizational change has also...
Technology – as defined by the US National Academy of Science (cited in Jones 1996, p.17) –
Jones, G. R. (2010). Organizational theory, design, and change. 6th Ed. Upper Saddle River, NJ: Prentice Hall
Turban, E. (2009) Information technology for management : transforming organizations in the digital economy. 7th ed. Hoboken: John Wiley & Sons Inc.