Advantages Of Organisational Change Commerce Essay

Advantages Of Organisational Change Commerce Essay The crux of this report is a discussion on organization change and whether the changes are good or it does damages that are not reparable. Firstly, organisational change is an essential part of todays globalised work life. In moderns economy, teams and organisations face rapid change like never before. Globalisation has not only boosted the markets and opportunities for more development and profit, it also provides opportunities for organisational members to process. However, in general, change processes make demands on both employees and management, regardless of the content of the change process. Facing of the tide of globalisation, one of the dominant disputes that human resource professionals face is what method to improve organisational competitive advantage in the hastily changing environment. Organisational change come about multiple reasons, it is undertaken to ameliorate the accomplishment of that particular organization or a portion of the organization, for instance, a proc ess or team. For organisations to be able to prosper, it is essential for them to go through an important alteration at different sections during their growth. Significant organisational change occurs when the overall strategy of an organisation changes, for instance, in order to achieve appropriate outcomes, accumulation or take away a big portion or usual procedure, and/or desire to alter the nature on how it works. Organisational change can bring about pros and cons. Advantages of Organisational Change Change can assist a business to keep up with industry trends, making it more appealing to promising consumers as well as maintaining present consumers. For instance, one way to make sure that a business does not fall behind when an opponent established and markets a successful new product is by establishing and advertising a related product of its own. In the process of organization change, employees will be able to acquire new skills, seek new opportunities and exercise their creativity in ways that eventually favors the organization through extra ideas and increased commitment. Knowledge transfer takes place during the process when people have idiosyncratic information that is valuable to other people, and thus learning takes place during the change. In addition, the capability to clasp change can assist employees in a business by developing new opportunities. For instance, a worker who actively applies himself/ herself to learning the new office technology can also train others who are more uncertain. This leadership role has caused the employee to position himself/ herself as a person who has the ability to guide others and is capable of assuming extra responsibilities, making her a credible candidate for approaching promotion. Furthermore, businesses that are capable at handling or even embracing change can promote an environment that stimulates innovation. Employees will be more willing to think in a more creative manner if their ideas are acknowledge by a manager or the business owner. By stimulating employees to think in a more creative manner will enable a business grow in long run. Either a good product or a marketing idea will enables a small business to achieve it success. Finally, an erudite or personnel change in an organization can result in employee attitudes and morale being positive. When there is a change in human resources philosophy, it enables a much relaxed work ambience, for instance, dress down day on Friday; this kind of idea will definitely make the employees overjoyed. When an inflexible manager is substitute with one who always listens to employees ideas and feedbacks, employees will feel that their efforts are acknowledged and that they will give in their best regarding their job functions. Disadvantages of Organisational Change When major change takes place, the impact of transformation of an organisation can be effective and may frequently create complicated challenges. Change can present a risk and certain level of danger. The end results can be very costly and sometimes beyond recovery in terms of time, money, human resources, or equipments. It is known that human nature oppose change, especially if it is perceived to influence ones lives adversely. When an organsation is undergoing organisational change, such as: re-structuring, or merging, it will result in employees going through the feelings of tension, stress, and uncertainty, which results in the impact on employees productivity output, achievement, and engagements toward the organisation (Ashford, et. al., 1989). In other words, the aftermath can be out of discipline. The norm prefers foreseeable future but change disrupts it, which cause confusion and potentially an erosion of assurance. An employee lose confident and their ideas are not supported and acknowledge by the higher management may increase the stress of the employees and this might lead to staff not performing well in their daily work routine. Secondly, during organisational change, staff members might experience loss of attachment. Most of the time, change requires working with new members, such as a new leader, or a new team. Gradually, employees will feel attached and develop a sense of faithfulness to their colleagues. Having to break up this faithfulness, can often be pressurised and make people anxious. Employees feel that the environment is doubtful, low tolerance of ambiguity, less freedom and ideal time for work, thus they will are unwilling to take risk, and therefore becoming less motivated and committed to making contributions. Thirdly, organisational changes might lead to staffs having low morale. When the staffs opposed a change that is taking place in the workplace, they become less confident and felt hopeless about their professional future with the organisation. This is specifically so when there is a deficiency of communication within the organisation regarding the change. Lowered morale can disperse throughout the whole company, which will result in issues with both recruiting and retention of the workers. Lastly, organisation change may result in less efficiency in employees. This is due to the employees spending much time focusing on withstanding the changes taking place in the organisation, which will results them becoming less attentive in their daily work routine which is affiliate with their jobs. Being less attentive in their work will reduce the level of adeptness and achievement among staff; this can influence the organisations fundamental. In reality, a decreased level of adeptness is the main reason why there is an organisation change, as changes are frequently build to reform a more cogent and productive company. Conclusion Change within an organisation will enable some type of improvement within an organisation. Even though the main intention is to bring out positive effects, but these changes frequently brought about some affection and sensation to those who are affected indirectly and directly. Although change may be a certain portion of handling profession, it is often not welcomed by employees, leaders or owners of the business. Employees are afraid to leave their comfort zone or they are afraid that they are not able to adapt to a different situation. Changes can affect a business success in long run and have a positive impact on it, while on the other hand a change that is short term can be agonizing. In addition, change cannot be avoided. Some types of changes that will tend to affect employees such as reducing bonus, reducing monthly salary or even take away their benefits. All this changes might result in employees being devastated, especially to those who are the sole breadwinner. It is a challenge for organisations to make adeptness and betterment within its anatomy, while at the same time managing employees self-esteem and support for the organization and its responsibility. In conclusion, if changes are made, especially large-scale reorganisations, it is essential to communicate and associate all of the employees to the extent in which it can ensure a successful development.

Task Duration in the Construction and Engineer Industry

I will be comparing the Services Industry abilities in project planning to that of the Construction and Engineering field. The services industry falls short of CE (Construction and Engineering) in many ways and there is a lot of room for improvement. However, the two industries are very different in nature. Construction and Engineering has a long history of project management focus. It was civil engineers and architects that pioneered project management long ago in the early1900’s (Pinto, 1995, p. 2 ). In the 1950’s, construction and engineering organizations really started to systematically apply project management tool and techniques. Henry Gantt was an engineer! From my experience, project managers in the SE industry are not trained especially for this role. Often we are in a functional role within the company and given a project to manage as extra responsibility. The SE industry is also a much more customer-focused business. It’s interesting to note that customer satisfaction runs high in the journal’s statistics, despite its low scores in other areas. James Harrington (2000) said, â€Å"Quality is meeting or exceeding customer expectations at a cost that represents value to them. † Project Managers in the SE industry will work harder to satisfy customers, allowing scope creep and the like in order to provide a better project in spite of time and cost delays. The following statistics summarize the journal article results for the CE and SE industry. SE cost and schedule overruns and organization support were the largest negative variances against CE. Project Planning Success in CE and SE Industry CESEBetter/(Worse) Cost Overrun (%)17%23%(35%) Schedule Overrun19%27%(42%) Performance8. 18. 32% Customer Satisfaction8. 18. 32% Organizational Support3. 83. 2(16%) In a recent study of 100 companies, only 37% of major SE projects were completed on time and only 42% were completed on budget (Gordon, 1999). I think the answers to improving cost and schedule overruns lie in improving the organizational support first. Mochal (2003 p. 3) said, culture plays a big role in how successful SE’s are in executing projects. SE’s typically have no formality or consistency in project management processes. Each time a new project comes up, the wheel is re-created. SE’s need a good, scalable project management process where teams are generally going to create and follow a work plan, and can use standard processes to effectively handle risk, scope change and issues. SE’s also need better governance. By this, I mean management needs to be more engaged and interested in projects. If management starts projects and leaves the project manager in a leadership vacuum, it’s hard to be consistently successful. Accuracy in time and resources are also important factors to successful project planning. They are however, not as critical as in the CE business. If a task is over duration in the SE industry, it’s not like a multi million-dollar crane is sitting idol. The cost repercussions are not as easily quantified. There should also be some leniency to this within the SE industry. Task duration in the CE industry is easier to plan for. Historical data is readily available on pouring concrete foundations, laying brickwork, etc. Within SE, the schedule may include a one-time task that the project manager has never performed before. Due to the complexity of the project the scope may not be wholly known making task duration even harder to calculate. While there is wide room for improvement in the delivery of time and cost estimates, the SE industry should continue to look and rely on its customer satisfaction rates. Projects should not be considered a success purely in terms of its timeliness. The Sydney Opera House was seen by most as a stupendous failure. It was a music hall with poor acoustics, stunningly over cost and behind schedule. Decades later, this same structure in a national treasure to Australians, its massive cost and schedule overruns long ago forgotten. References: Gordon Mochal, T (2003) Tools and Techniques, Workforce Management, (Online) Available from : http://articles. techrepublic. om/5100-10878_11-5035216. html (Accessed April 12, 2010) Pinto J (1995) Successful Project Managers, Leading Your Team to Success, Project Management Journal (Online) Available from: (accessed April 9, 2010)

Only The Heart Novel Essay

Only The Heart is a very successful novel presented by many â€Å"narrators† in both in the past and present. This novel portrays the hardships and â€Å"suffering† that a Vietnamese family endures through the years of approaching communism. Their desperate flee from the only home they have ever known and the loved ones that they may never see again, all in search of a place where there is freedom and â€Å"hope†. Only The Heat is a story that focuses on the Vo family’s â€Å"suffering†. The novel shows the hardships and struggles that a Vietnamese family endures through the years of approaching communism. It is also about their desperate flea from the only home they have ever known and the loved ones that they may never see again, all in search of a place where freedom and â€Å"hope† were to be found. The novel itself is a simply told yet moving story of the Vo family, who come to Australia as refugees in search of â€Å"hope†, as a result of the â€Å"suffering† in The Vietnam War. Many members of the family in turn become â€Å"narrators† and perhaps because of the unfamiliarity of the names, readers must looking back to the family tree, at the front of the book, while the reading of the first few chapters. This novel portrays the hardships, struggles and â€Å"suffering† that a Vietnamese family endures through the years of approaching communism. Even after arriving in the lucky country Australia there is still â€Å"suffering†, caused by Hai Nguyen’s vicious gang. There are many â€Å"narrators† in the novel but the two main persons through whom the story of is told is Toan, the youngest son and Linh, Toon’s cousin and adopted sister (after her mother Mai sacrificed her life for her). The last person creates a real overview of what has happened and the deepest thoughts and feelings of these two people, as they escape their country as refugees to Malaysia and then Australia. As you can see Only the Heart, is a successful novel composed by Brian Caswell and David Phu An Chiem, about the suffering the Vo family had to endure in the search of â€Å"hope†. With a terrifying side to life which is beyond even the vast imagination of the many Australians. The novel emphases how lucky we are to live in a country where things such as freedom, opinions and safety, (these are things taken for granted) are considered a right.

The Catcher and the Rye / Huckleberry Finn Essay - 1251 Words

The American Webster’s dictionary defines innocence as, â€Å"Freedom from harmfulness; inoffensiveness.† Although this definition is the one which is most commonly used, many authors tend to twist or stretch the meaning in order to fit the material to which it applies. For example, the way J.D Salinger applies innocence to his work is quite different from the way Mark Twain uses innocence. Innocence also changes accordingly with the time period. The definition of innocence is dynamic with respect to author and time period, as illustrated in The Catcher in the Rye, by J.D Salinger and The Adventures of Huckleberry Finn, by Mark Twain. Throughout history the concept of innocence in literature has been a topic in which author’s have held an†¦show more content†¦(Bloom 7) Salinger’s definition is apparent when looking at the novel The Catcher in the Rye with an analytical eye, because everyone who is capable of loving is either a child or an adult who is influenced by a child. In turn, the adults who are incapable of loving are defined by Holden Caulfield, the protagonist in The Catcher in the Rye, as phonies or prostitutes. (Bloom 7) Holden mentions in the novel the following, â€Å"Its Funny. You take adults, they look lousy when their asleep and they have their mouths way open, but kids don’t. Kids look all right.† (Salinger 159) This quote is a clear example of a stronger appreciation for the youth as opposed to the adults. After a comparison, Mark Twain’s definition of innocence is quite different. Twain defines innocence as the naà ¯ve mindset of children. His defini tion consists of a belief that because children don’t know, or understand something, they can’t question its validity and form opinions against it. Huck Finn’s spelling of â€Å"sivilization† is a pure example of this. Huck’s views and opinions towards civilization are shown through his spelling. He is naà ¯ve to what civilization really is, therefore he can not form an opinion against it. 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