Organizational Life-Cycle Model: Diagnosing Change for Growth - Essay Sample

Introduction

After doing a review of the current status of the organization, I am convinced that the Organizational Life-Cycle Model will present the best approach in diagnosing change. The management structure being used currently is hierarchical, and thus it denies the organization an opportunity for creativity or any form of innovation. The departments in the organization do not engage each other in any collaborative way. Without creativity and collaboration, the company will not grow, nor will it progress. Another problem identified is the existence of outdated software systems and company processes. Also, since the company has not found the time for continuing education and training, employees now lack ideas and skills. The concept of learning in the organization is required to boost the company's innovative progress. From the above predicaments, then there is a need for change for the organization. A company that incorporates cohesiveness has high chances of increasing its competitiveness and also improves its performance, which will be an indication that the company's operations are practical and efficient (Doppelt, 2017). The company during the transformation phase has the task of using a well-defined transition system that will see to the incorporation of a learning organization.

Is your time best spent reading someone else’s essay? Get a 100% original essay FROM A CERTIFIED WRITER!

Save 25%

Differences Between Learning Organizations and Traditional Organization

The Stages of the Woolner’s 5-Stage Model in Which the Company Is Currently In

Currently, the company is in between the first and the second phases of the Woolner's 5-stage model. The first stage is where the organization is in its formative years, while second stage is the organization developing phase (Doppelt, 2017). The reason behind the identification of the company at that stage is because the company has not yet made efforts of investing in training or developing its employees. The employees of the organization are not encouraged to be creative. The company turns down proposals put across by the employees to bring onboard new solutions. Another indicator is the way the company has neglected its software systems and processes until now, as they are outdated. Lack of continuous learning for the employees makes the company be in nearly in stage two. Dwelling on the fact that the company is conducting stable business and would be necessitated to integrate occasional formal training for its employees. It places the company in position of a developing organization but not yet fully matured.

How would the Company from the Scenario Utilize the Senge's five Disciplines to become a Learning Organization?

Another term commonly used to refer to Senge's five disciplines is the component technologies of a learning organization. The five disciplines entailed in the Senge model include; personal mastery, team learning, systems thinking, a shared vision and mental models. The above principles represents the pillar of transformational changes for a learning organization. Using the systems thinking principle, the company has the obligation of ensuring that it changes its mindset from a small company to see itself as a large interrelated system and not a division of small departments. The company should be focused on how the departments and divisions should work together systematically to achieve the best by listening and considering each opinion raised. As for personal mastery, it is a reference to the notion that every employee in the organization is a continuous work in process. Every employee in the organization has to develop their skill, passions and interests continuously (Hayes, 2018). With the constant learning, the employees have to better themselves and improve personal growth, which will, in turn, boost the growth of the organization. The above mentality is inclusive of them accepting things that they cannot change and also be ready to shift and adapt to changes swiftly to a shared vision. Introduction of an incentive program of continuous learning can motivate the employees towards innovation and creativity.

Likewise, the mental models principle is based upon the way employees internalize their own culture (Hayes, 2018). Mental models are the lessons learned, assumptions made, approach to people, and we perceive situations which fundamentally shapes the perception of an individual. The nature of change that can be used in the above scenario is incremental. The above change will result in transformation. The company will have to transform the traditional organization into a learning organization. The company has the task of evolving from a top-down management structure and change to a bottom-up one.

Identify the end-result and the nature of change to take the company from a traditional organization to a learning organization using the Balogun and Hope-Hailey Model

According to Balogun and Hope-Hailey Model, they put forward that change takes four different forms, which is considered as the change context that have different end-results and nature (Doppelt, 2017). With the organization scenario above, the evolution type of change will involve a gradual change in leadership, structure and the organizational culture to incorporate the principles of a learning organization. For instance, transformation from a bureaucratic form of management to a more decentralized management to allow for autonomy of decision making in the organization. In Adaptation approach, this where the organization need to take progressive of steps to implement changes of any magnitude into the existing culture. For instance, incorporating training and development program to encourage creativity and innovativeness. While the revolution approach will include involuntary and reactive nature of changes which will focus on decentralizing power so that the decisions can be accommodated from either side of the hierarchy in the organization. Lastly, the reconstruction type of change would have huge impact on the culture which will mean a change from the traditional structure to a learning organization structure. It further permits member to be continuously critical thinkers as well as problem solvers.

Discuss how four steps of the Action Research Model could be applied to the change process (Traditional to Learning Organization) for the company in the Scenario

In line with the four steps of the Action Research Model, which will be applied in the process of change, the first step is establishing the problem from the scenario above (Doppelt, 2017). It is evident that the organization above has grown and yet they have to invest in employees training and development initiatives. The second step is consulting a change management analyst, whereby the organization is seeking to evaluate change prospects to shift to a learning structure culture. The third step is the collection of data wherein it will allow assemble data, figures, facts for correct visualization, and forecasting. The last stage involves taking action where implementation of change process occur in line with the result tabled after the data collection to initiate the changeover from the traditional structure to a learning organization.

Recommend two Innovation Strategies that Management could use to Transition the Company in the Scenario from Traditional Organizations and Learning Organization

The two innovation strategies the management could employ to shift from a traditional structure to learning would be exploration as well as collaboration. With the innovative exploration approach, the management will have to take looking for ways that would work better with the changing needs of the organization. For instance, in this scenario, replacing the management structure with a more flexible bottom upwards approach which boosts participation as well as employees input from the juniors.

Discuss how Four Steps of Kotter's 8-Step Model could be applied to the Change Process for the Company in the Scenario

In Kotter's 8-step model, a sense of urgency is one of the main change phase. The company has to oblige to create the need for changes so that it see the inevitableness of the looming crisis. The company is rapidly growing, and with its current system, it may face a crisis of autonomy and clear direction. The company should create a direction for change by involving the leadership and a coalition that will be spearheading the changes through guidance and sticking to teamwork to ensure changes are met (Hayes, 2018). Communicating the vision as well as the organization strategy in a much effective way so that the employees get to understand what is expected from them. As much as the company sets final objectives, there must be smaller targets to achieve so that the employees can feel they have accomplished something.

G. Explain how each of the Five Pillars of Sustainable Change could be applied to sustain the Learning Organization Environment of the Company in the Scenario

The first pillar to be put into practice is leadership (Doppelt, 2017). Leadership helps in sustaining the learning environment of the organization. Those in Leadership are the one to strategize and implement boundaries that will enable the company to be stable in the new environment. One way to achieve that is by creating values to be adhered to and performance goals for the company. Also, a strategy have to be implemented to help the company position itself for the changes. In this scenario, it is up to the company to decide the level they want to be. For example, the company could focus on small scale productions. Thus, allowing the employees to learn lengthily about those products and gain expertise altogether. Likewise, the organization's culture has to be one that provides a favorable condition for the company to sustain itself during change. The company can come up with a mindset and environment which recognizes employees need for continuous learning. It has to be a culture that is flexible to changes that are occurring in the organization.Another change pillar is that the company should have a strategic position on the provision of support to the sustainability of the learning organization. This can be achieved through the elimination of middle management. Hence, it will provide a link from the employees in the field directly to the leadership. Reducing bureaucracy will help in diversifying the decision-making process and the implementation of innovative ideas. Lastly, the company has to recognize the importance of systems in sustaining of the learning organization. In the above scenario, the company has to do an overhaul of the existing inventory system and instead adopt a modern one that can handle change and sustain the organization.

References

Doppelt, B. (2017). Leading change toward sustainability: A change-management guide for business, government, and civil society. Routledge.

Hayes, J. (2018). The theory and practice of change management. Palgrave.