Organizations: Creation, Transformation, Value - Essay Sample

Introduction

The organization is a broad term that is defined as an intangible tool that is used by individuals to ensure proper coordination of their actions with a specific aim of obtaining something that one values or desires. New organizations are usually spawned the moment new technology is available and also there is a discovery of new needs. Organizations are transformed or they die the moment the need they have to satisfy is not important. Organizations always can create value which takes three stages including; conversion, input, and output. Every stage is normally affected by the organization at which it operates.

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However, there are major changes that may occur in an organized workplace. These changes may cause a negative or positive effect on the organization's workplace. The changes may affect employees in a workplace, which may have an impact on the employees either be motivated or unmotivated in an organization. Changes are always unavoidable when it comes to life situation as well as in the workplace. A change may lead to potential progress and growth in an organization as well as a failure according to Jerald Jellison who is a great author of the book "Managing Dynamics of change". Changes should always be expected and choreographed, an example, an action of moving from one office in the organization to another.

There are impacts induced to the employees when a change accrue the same way that there are effects caused by families when it moves to a new home. Productivity in the organization may increase due to change or else it may decrease according to the level of change induced. Productivity may seem to decrease until at a place where workers decide to acclimate towards new locations. A change in the level of management affects the employees even though a change induced is positive. The unknown management at times is exhilarating to some employees and frightening too to others.

Further, change in an organization usually follows different steps for it to perform better in an organization towards the employees. The steps include; Firstly, management support relating to change, there is normally a comfort level that is normally developed by employees the moment they realize that the management is normally supporting. Secondly, a case towards change, at this area no employee that an employee may want change for the sake of any change in the organization and so the best tactic that management may use is creating a better room for change. Thirdly, the involvement of the employee, where the level of change efforts should involve employees at some level. Fourth, communicating about the change, where the level of communication should always be systematic and structured. Fifth, implementation, the moment a change is planned, there must be a need of having good communication concerning implementation and roll-out of the change.

Employment, income and productivity inequality always affect the organization more than technological change. Technological change plays a role in creating opportunities required for the changes like work itself. A lot of ethnographic studies have already shown how a variety of new technologies have already altered the way that work is performed. It has also altered the roles that workers play in an organization's division of labor, and also the way that these changing roles affect organization structure. Kotter and Lewin have also analyzed different steps of change in an organization, and there is a very great difference concerning the above-stated steps since the steps in both are only describing their ability to create change in an organization which can result to high productivity.

To finale, it is important to avoid random methods that are irrelevant in an organization and make a try on focusing on a suitable plan and action to implement and manage change strategies. Change has been depicted as an ongoing process that normally takes time, dedication, efforts and expertise to run and implement in an organization at a workplace.

References

Adams, G. L. (2018). Evidence-Based Interventions to Address Workplace Violence in the Emergency Department. Gardner-Webb University. Retrieved from http://search.proquest.com/openview/23ad04f5ac204a4e44a824e343b81383/1?pq-origsite=gscholar&cbl=18750&diss=y

Martinez, J. C. (2016). Leading Organizational Change in The Local Church: A Multi-Case Study. Retrieved from https://repository.sbts.edu/handle/10392/5074

Shenoy, V. (2016). Error Proofing: Effective Tool for Output Efficiency. International Journal of Engineering Research and Modern Education (IJERME), 504-507. Retrieved from https://papers.ssrn.com/sol3/papers.cfm?abstract_id=2810993