1.1 Introduction
The change has become inevitable in this fast paced competitive, resource starved world. The organizations that are quick to learn and adapt to these changes are in a better position to sustain themselves than the organizations that are reluctant and traditional in their approach. This is because of the globalization phenomenon that has rendered the world ever competitive and fighting for the scarce resources of human and financial capital. In this ever changing environment whether it is business, culture or politics the only constant that we can rely on is change itself .
Though the globalization phenomenon is not a new one and can be traced back to the industrial revolution yet the modern day globalization phenomenon is new in the respect that the world has grown interdependent on variety of things. With the advent of globalization, the world which was a simpler place to live and work in has become more complicated. The interdependence factor has increased our vulnerability to events that may be happening in some remotest part of the world. This in-turn has compelled us to adapt quickly to the shock waves. Another aspect that has emerged from the phenomenon is the competition. We are living in a world that is now characterized by increased level of competition whether it is natural resource or financial resource or the human resource; all are sought after commodities. This competition has also brought in changes in the scientific and technological fields. These changes have made the world more complex place to live in. The predictability factor has almost disappeared and the events and changes can not be predicted with certainty.
Keith Yamashita and Sandra Spataro (2004) highlight that change is inherent in...
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...rformance. At present there are no set criteria of evaluating these HEIs. The present research is important from Pakistani perspective as HEC is now emphasizing on quality and has launched a Quality Assurance program for all the universities, apart from quality another aspect that is being emphasized is the research orientation. Higher education institutes are the seats of learning and to be effective they need to organize themselves as learning organizations as well. Therefore, the present study focuses on the learning and its relationship with the organizational effectiveness.
The outcome of the study will facilitate the HEIs to identify their weaknesses vis-à-vis learning capacities and whether they are effective in response to changing needs to the society and the external environment and initiate appropriate response strategies to achieve competitiveness.
The first stage of HRDNI involves analysis and assessment the organisations HRD needs. Further research needs to be conducted to identify appropriate strategies, programs and also delivery methods to be used. The investigation forms the basis for the HRDNI. The
Our global world is being more connected as we become integrated politically, socially and even economically. Due to the Bretton woods agreement, different countries have been economically dependent on each other in fear for war to erupt. From then on different organizations and policies tied more countries into being economic globalized. This economic globalization had then given us many opportunities in trades and more access to natural resources in other countries. Unfortunately, there are some negative effects that are brought to less developed country. Overall, many people believe that economic globalization does a great work on accumulating our economy and our quality of life.
Transfer and New Product Development: A Study of Manufacturing Firms in Malaysia. University of South Australia.
In the John Bersin article, 5 Keys to Building a Learning Organization, Bersin, discusses key points for building learning organizations. Bersin begins by stating that businesses should not revert back to 1980s in building corporate universities, given that this could be expensive, with the cost of the corporate training industry is approximately $135 billion, indicating how expensive the training is. So, how do organizations minimize these costs? (Bersin, 2012).
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.
In today’s ever changing world people must adapt to change. If an organization wants to be successful or remain successful they must embrace change. This book helps us identify why people succeed and or fail at large scale change. A lot of companies have a problem with integrating change, The Heart of Change, outlines ways a company can integrate change. The text book Ivanceich’s Organizational Behavior and Kotter and Cohen’s The Heart of Change outlines how change can be a good thing within an organization. The Heart of Change introduces its readers to eight steps the authors feel are important in introducing a large scale organizational change. Today’s organizations have to deal with leadership change, change in the economy,
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).
Besides that, OB can serve managers, leaders and customers’ purposes. To begin with managers who have to expand their information about the attitude and group’s behavior to improve the organization work environment and to create a business plan to have a successful organization. First of all, managers can build a better workplace by recognizing the challenges that face any organizations because of some strategies that used in business environment. For example, one of the challenges are that having a cultural diversity in organization, so managers can build the organization with different cultures which help to encourage employee to do their job well and communicate with others in appropriate way. Secondly, managers can measure the effectiveness and efficiency; also, they can identify the strength and weakness of the organization. According to national institutes of health, Organizational effectiveness is about each individual doing everything they know how to do and doing it well (NIH, 2004). Moreover, OB offers ways that provide ways in how managers can trust their employees’ potential and using a reward system to enhance employees’ performance. OB is helping the managers on providing some strategies such as indentifying problems by searching and gathering information to have an accurate decision.
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 will not disappear nor dissipate. Technology, civilisations and creative thought will maintain their ever accelerating drive onwards” (Paton and McCalman, 2008, 5). The nature of organisational change can be described as smooth incremental change that occurs slowly and systematically, bumpy incremental change that goes through periods of tranquillity followed by accelerated change as a result from environmental factors or internal re-structures and discontinuous change which are rapid shifts in strategy, structure and culture (Senior and Swailes, 2010). When an organisation starts to change this impacts on the individual level and without the correct collaboration, empowerment and communication from the organisation this can breed resistance from staff to adopt a change (Keep and Ash, 2001).
There is really no organization that it is not faced with a changing situation. Technology and globalization are perhaps the biggest issues impacting most organizations today. The difficulties that loom for creating that change can be intimidating.
Jules and Holzer (2001) noted that Strategic Human Resource Management enhances employee productivity and the ability of government agencies to achieve their mission. One can conclude that it is the same for learning institutions as SHRM focuses on the issues and goals of the organisation and strive to implement plans collectively to achieve those goals. In contrast to traditional Human resource management, SHRM focuses on improving the effectiveness of the entire learning community and helps to improve the organisations by creating and implementing plans that will continuously raise the competencies and capabilities of the members of an organization for the overall achievement of the organization (Ulrich 1997).
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.
Globalization’s history is extremely diversified and began during the beginning of civilization. Now we live in a world that is constantly evolving, demanding people to use resources in locations that are very difficult to obtain certain resources. This could make it completely impossible to operate in these specific parts of the world. However, globalization allows people across the world to acquire much needed resources. Globalization creates the opportunity for businesses to take advantage and exploit the ability to take part of their business to a different country. Nevertheless, globalization is part of today’s society and will be involved in virtually all situations.
Globalization is one of the main aspects in the 21st century. Globalization has brought the world closer; all the things that are happening nowadays are recognized globally even if they happened locally (Buckley). According to Nayef Al-Rodhan GCSP (Geneva Centre for Security Policy) globalization is not a single word or concept. It contains many other concepts within itself. Globalization is composed of different concepts like incorporation regarding the economics, transmitting information or understandings, stability within beliefs, and other concepts (Al-Rodhan p.3). This paper deals with the definition of Globalization, the advantages and disadvantages of globalization, and based on these information the views that to which extend the globalization is beneficial for majority of the world's population. The concept of globalization has changed the whole shape of the world. It has both its positive and negative impacts on people's life. However, by taking both the advantages and disadvantages into consideration we can find that to a large extend globalization is beneficial for majority of the world's population. With the help of globalization the works that were difficult in past is getting easier in today's environment. People are getting closer to each other, which is a product of globalization. Moreover, the knowledge and informations are being circulated in very good way which is a very good sign for having a good and prosperous life.