ORGANISATIONAL CHANGE AND ANALYSIS - Essay Example

The 21st century has seen the emergence of adaptive organization styles to cope with these increasingly evolving changes in the economic, technological and social-cultural environment. This has had an impact on the traditional organization structure from the previous bureaucratic to today’s emerging post-bureaucratic or otherwise known as network model of organization. A closer look at today’s organizations will show that both the human and structural components have been on a constant change path (Casey 2002).

Casey (2002) further observes that today’s organization has faced some form of revolution that has been created by the ever increasing quest for modernity. The issue that arises in this observation is, therefore, what are the causes of such changes and to what extent the present corporate organizations have embraced the change or shown the signs for those changes. This paper therefore examines the various factors that have led to the shift from the bureaucratic style to that of post-modernism or network model of organization by looking at structures and the human factors.

It also tries to ascertain the extent to which today’s organizations have embraced these changes. . To begin, the revolution of the information and communication technology has been a major influencing factor in the way organizations have been operational. Processes, functions and the general environment of operations in organizations have changed and corporations have felt this change in a massive way. Organizations have encountered and experienced surprising changes in the twenty first century more than that of the industrial revolution (Castells 2011).

Decisions are today made more promptly because top management have shed off some of their decision making responsibilities with the emergence of new technology or computer information systems such as decision support systems. They have improved accuracy and the time taken to make decisions and they have facilitated involvement of many people as opposed to the previous bureaucratic style where lower cadre employees had to wait several days for final decisions to be made (Heyderbrand 1989). Information technology has also effectively improved the way feedback is sought from the top management.

For instance, today you do not have to book an appointment to meet the manager; instead you could just send him or her an email and you will be sure that there will be response soonest they access their mails. Another influence that technology has brought into organizations is the rise of professional workers who are more independent in thinking and decision making and the reduction of manual workers who depend on supervision and orders for them to perform their tasks appropriately (Frenkel 1999).

This has in turn reduced bureaucratic tendencies of relying on orders and waiting for instructions from the top organs as will be further seen in this discussion. To plainly relay the