Adapting to Change: How Organizations Can Streamline Process and Mitigate Impact - Essay Sample

Introduction

In a quickly changing environment, organizations need to adapt change to sustain pace with competitors. Both internal and external factors can cause the need for change where sometimes leaders have no or little control. Factors such as regulations, changing rules, and technological advancements can force businesses to change their practices. Effective change management can reduce negative impacts streamlining the change process on employees. There is acceptance of change when organizations manage the moves correctly and show workers how to remark the benefits. Technology is one of the critical areas that an organization needs to change. Updates in technology can offer the opportunity for new skills to employees. The health care and human service organization need new technological changes because it can reduce workload and increase job satisfaction.

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It is essential to establish and keep up with technological tools with the latest social media. The world today has increased in the use of technology, and an organization must evolve with globalization. The change will be constant because for every six months, technology changes. The company should be afloat, management needs to improve its technique, and as a result, the employee morale will be high, minimizing resistance (Crespi, Criscuolo, & Haskel, 2007). Growth is inevitable even though it comes with discomfort; organizations need to understand and adapt to the change. Change in technology not only affects employment, income inequality, and productivity; it also creates the nature of work and opportunities for revisions. Historically production activities involved bringing individuals in groups for a specific project. With Information Technology based work platform, the organization can be able to distribute job responsibilities in new ways, which show varying capabilities in the use of technologies. The organization can assign groups or individuals with work by engaging with smartphone applications and internet-based communications on proposal, bid, or contest mechanism.

The organization can change work organization, redefine the nature of tasks by open-call, crowdsourcing, and open innovation platforms within and across the organizational bound. Crowdsourcing would help the management on task, breaking it into fewer units to the level of micro tasks. In general, technological changes can lead an organization to a more market-based interaction and lower the cost of searches and transactions (Malone, Yates, & Benjamin, 1987). Some workers are flexible with cognitive fluid and can function more across many situations and tasks. The organization's technological change will create new demands; therefore, there is a requirement to increase the complexity of work. The employees require more understanding on how to work effectively as a team and not only in doing their tasks and jobs individually. Knowledge-based tasks involve judgment skills with few structures and rules of working. The organization additionally needs to have continuous competency growth. The workers need to be more acquainted with business strategy by continuously learning the knowledge of their fields and the technical skills that are up to date. All employees need to have time for training classes and read on the same.

Different ways of thinking should make the employees and management to have alternative perspectives and angles on how to propel technological changes. As the way, Rosabeth Kantor argues Kaleidoscope thinking on this case would be required cross-boundary and cross-functional (Kanter, 2000). Workers should synthesize disparate thoughts to motivate innovation with cognitive leaps. There will be an overall benefit with effective technological changes because of relationship development and networking. The technology builds blocks of reciprocity that include listening, willingness to be influenced, and sharing valuable information whereby all of them develop trust (Crespi, Criscuolo, & Haskel, 2007). When there is trust, workers are more likely to help each other and commit to attaining the mutual goal of the organization. In difficult times, it is easy to assist workers because more are willing to develop and share new concepts. Technology offers a joint community in the organization, and for newcomers, it becomes easy for them to establish mentor relationships from the experienced. Change can be in place within the organization if successes of previous changes are well known. There should be a clear understanding of the employees that not only the organization benefited from the earlier changes but also how it benefited their lives.

Workers can be more enthusiastic about technological changes in the organization by being aware of previous achievements and incorporation of rewards. Any future change that the organization may want to undergo, such as the technological change there will be free entry without rejection from employees and management. The employees, together with the management, should be rewarded for the enthusiastic embrace of change. Additionally, bonuses or support that is more personal can be in use to those that bear behaviors encouraging organizational change. Instead of set rules, this will promote rise for the chances of change to be part of the organization culture. The human resource department will face change with the technology revolution in the organization (Edquist, 1992). The human resource ways that will change are how to analyze employee performance, digitally store files, and communicate with employees. The practices of human resource will be efficient by minimizing problems and maximizing benefits for the proper use of technology. Through training and use of online applications by human resource, managers will ease communication and data analysis on the performance of the employees.

Effective technological changes in health care and human service organization will and should reduce workload, therefore, increasing job satisfaction. The company will be at a selling point because of development and growth. An organization should make changes as part of them, reward employees, and publicize their efforts for changes to be positive.

References

Crespi, G., Criscuolo, C., & Haskel, J. (2007). Information technology, organizational change and productivity.

Edquist, C. (1992). Technological and organizational innovations, productivity and employment. International Labour Office.

Kanter, R. M. (2000). Kaleidoscope thinking.

Malone, T. W., Yates, J., & Benjamin, R. I. (1987). Electronic markets and electronic hierarchies. Communications of the ACM, 30(6), 484-497.