Identification Problems In The Organization -Myassignmenthelp.Com

Question: Discuss About The Identification Problems In The Organization? Answer: Introducation In the case study, there are blend of problems related to the primary culture, technological and structural. The case study shows that the publicly owned company wants to bring the changes because they know that the implementation of the technology brings quality in the services and lead to the customer experience. Changes in the technology will affect the working practice of the employees. There are in total 500 employees, that include average rate of employees is 48 years. The level of education of the representatives comprise of 10% holds PG degree, 25% are graduated and 60% have upper optional instruction and rest 5% finished 6-year essential instruction. The way of life contrasts in the association prompt the issue. The workers who have done PG might understand expect that they will get the promotion. The structure of the company disagrees with this kind of promotion and this may lead to the discrimination. The structure of the company is rigid and the promotion is based on the seniority and the years of the service. The major sources of resistance to change in the organization The case study talks about the resistance to the changes by the employees. Employees are assets for the organization and they play a vital role in the organization. Resistance can take place in the organization due to many reasons (Webster, 2014). Technology change will make issues for the workers who didn't perform well in the association. Innovation will empower execution administration and objective setting in the association. There are numerous workers in the association that did not perform well in the association and later they gave a defence for their conduct by rebuking different offices for the deferral and wasteful aspects. Employee's performance in the organization plays a vital role in achieving the goals and objectives of the company. With the development of the new innovation, organization can check the performance of the employees without any effort. This will move toward becoming issues of the workers who didn't perform well (Lorenzi, Rfiley, 2013). The new and upgraded system in the organization may lead to the confusion along with the stress for the employees in the organization. Though, some educated employees in the organization believe that new technology change can bring positive change in an organisation (Olins, 2017). These employees in the organization are not supporting and not taking a stand in the organization due to the lack of the confidence. The understanding of employees related to the technology is lacking behind that is the reason they are not able to identify the usage of the technology (Allen, 2015). The younger employees were friendly with the new technology due to which the senior most employees were afraid of losing the face in front of the juniors. Lack of the trust between the employees and the management. The change history of the company was quite poor, though the company appointed the consultant who can try to bring the changes in the company. In the history, when company appointed consultant; the new administration came into the existence. The new administration said that they are looking to bring new changes in the company but due to the lack of trust, the changes didn't take place (Mone, London, 2014). Since that time the employees and administration of the company are dealing with the trust issues Generally, the role of the union in the organization is to create a smooth working process in the organization. Though, in the case study, the role played by the organization union was not justified. The union took a step against the changes related to the new technology. They also got involved in the argument with the company for the extra pay. The union members said that there might be some of the other benefits of the technology to the employees but for using the technology employees of the company should be awarded the incentives. The amount of incentive should be paid to the employees along with the incentives (Thorhallsson, 2017). Due to a number of incentives, there will be a rise in the salary of the employees that is the reason workers of the company supported a union. The result of the argument was not in the favor of the employee that ultimately means the top management of the company denied for the extra amount. Strategies to deal with the resistance by the workers The organization is facing resistance that can be resolved by the company by applying strategies in the company. According to me, below-given strategies will help the top administration to deal with the workers. Communication Communication plays a vital and essential role in the working of the organization. A proper communication among the workers and the top administration may resolve the problem of the resistance. The top should try to communicate the benefits of the used of the technology in working for the achievement of the personal as well as organization goals (Broadbent, 2013). Personal development of the workers will take place if the workers of the company agreed to implement the technology. Technology is helpful in enhancing the productivity and efficiency of the workers of the company. Efficiency in the work brings the quality, quality lead to the customer satisfaction which results in the decline in the regular arguments between the workers and the employees. Timing of the changes The organization should choose the correct timing of the changes. In the case study, the history of the company shows that was the correct time for bringing the changes in the organization. Gradually changes in the organization can make the workers habitual of adapting the changes. This strategy will reduce the resistance of the employees towards the changes (Miller, Skinner, 2015). Training facility to workers The case study shows that top administration is not ready for investing the amount on the training facility that is the reason they decided to accomplish the on-job training. Though, this shows that the management is ignoring the demand of the employees. There is need to understand the requirement of the employees (Jehanzeb, Rasheed, Rasheed, 2013). Training will encourage the workers of the organization to accept the changes and work hard to make it beneficial. Role of leadership in the case study Leader's role is a most important role for an organization. The role of leader or superior in the case study is to communicate the right thing to the employees. The leader is the one to whom the top administration communicated first that they bring the technological change in the organization. The supervisor is one who communicated further about the decision to the employees. The leader knows how to communicate the information to the employees. The case study shows that lack of education is one of the reasons behind the resistance to the changes by the supervisors. The supervisors of the company are not friendly with the new system that is the reason in some department showed how to use the new system. This made the leader feel uncomfortable in asking any problem related to the new system. The role of the leader is to influence the representatives to comprehend that these progressions will bring advancement and new open doors for the business. However, for the situation think about t he pioneers don't know about the utilization of the innovation however they can empower the dynamic cooperation of the representatives. Pioneers ought to pose the inquiry on the off chance that they discover an issue. Summary of the key problems This case study is based on the changes that are taking place in the company. The company is willing to bring the changes through the technology. The structure of the organization shows that promotion is possible based on experience and age. The Top administration should accomplish the promotion on the basis of capabilities, skills, and eligibility. The problems occur in the organization when the union asked for the extra pay for making the use of the technology. Though, the top management was not able to pay the extra amount. Role of organizational development Organizational development is the study of the successful organizational change and performance. The purpose of the organizational development is to increase responses of company to adapt of the changes and technological advances (Cummings, Worley, 2014). Technology development will help the organization to expand the business and brings the convenience for the employees in the working condition. Convenience in the work enhances the efficiency and effectiveness of the workers. Association improvement upgrades the correspondence among the representatives of the association. A consistent change in the association influences the representatives to communicate or share the perspectives. This will make the representatives more comfortable with the progressions. The advancement will prompt item and administration improvement. Worker engagement in the association will build the innovativeness and development (Northouse, 2015). Product advancement happens by utilizing the statistical surveying, client desires, focused investigation and so on. Technology advancement will help the association in expanding the benefit of the organization. The benefit of the organization will rise once the association will have the capacity to work with productivity and adequacy (Ford, 2014). This demonstrates the association improvement could help in getting the productivity and viability the association. References Allen, D. (2015). Getting things done: The art of stress-free productivity. Penguin. Broadbent, D. E. (2013). Perception and communication. Elsevier. Cummings, T. G., Worley, C. G. (2014). Organization development and change. Cengage learning. Ford, J. K. (2014). Improving training effectiveness in work organizations. Psychology Press. Jehanzeb, K., Rasheed, A., Rasheed, M. F. (2013). Organizational commitment and turnover intentions: Impact of employees training in private sector of Saudi Arabia. International Journal of Business and Management, 8(8), 79. Lorenzi, N. M., Riley, R. T. (2013). Organizational aspects of health informatics: managing technological change. Springer Science Business Media. Miller, G. 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