Organizational Development Analysis on Generational Differences: Challenges for KEYW Corporation - Case Study Example

Organizational Development Analysis on Generational Differences: Challenges for KEYW Corporation Introduction In the present scenario, the market andthe business conditions are incessantly changing due to the reasons like increased level of globalization and advent of pioneering technologies. Specially mentioning, certain factors that include cultural and generational diversity are seemed to create challenges for management of an organization in developing appropriate workplace environment. In this regard, business organizations are required to adopt effective policies in order to ensure that business operations are conducted in a competitive along with sustainable manner. Subsequently, the concept of organization development (OD) plays an imperative role in assisting business organizations towards performing their respective operations effectively in the present changing market conditions. Business organizations with the assistance of OD are facilitated with the opportunity of managing changes successfully for making sustainable business performances (SAGE Publications, 2014). Presently, the workplace is filled with employees representing different generations. These generational differences have been creating numerous challenges as well as problems in the working environment. Individuals from different generations possess dissimilar values, styles and experiences while conducting their activities. In this context, management of business organizations faces adequate challenges in developing an effective working environment, resulting in increased misunderstanding along with frustrations amid employees. In a business organization, different generations of individuals are employed that include traditionalists, baby boomers, generation X and generation Y or millennial (Lancaster & Stillman, 2014). The generation differences prevailing amid employees in a workplace raise different issues due to variances in their characteristics along with behaviors. Subsequently, individuals from different generations are seemed to possess different approaches in their working procedures. In this regard, the management of business organizations with the assistance of OD will be facilitated in managing the changes in the workplace in relation to generation diversity through better implementation of ethical practices and behavioral knowledge (SAGE Publications, 2014). With this concern, the essay emphasizes the challenges faced by management of KEYW Corporation in relation to generational differences. Additionally, an analysis is conducted and accordingly appropriate recommendations are provided with the assistance of which issues relating to generational differences can be mitigated effectively. Organizational Context KEYW Corporation is an information technology (IT) based company providing total solution services for business organizations facing ample challenges in different fields that include Geospace, Counterterrorism as well as Cyberspace. The company provides different services such as developing programs as well as technical management capabilities with the intention of integrating, supporting and building intelligence systems for the government of the US as well as commercial customers. The software and the hardware products developed by the company are used for obtaining important information in relation to their interested activities. Additionally, the company is expertise in various fields that include engineering and data management among others (KEYW Corporation, 2014). The workplace environment of KEYW is based on different concepts that include agility, friendly atmosphere along with open communication. In this respect, the management of the company adopting a non-bureaucratic practice has developed an effective working environment wherein employees are able to work in a collaborative manner. Moreover, the company employed as well as retained qualified as well as talented individuals from diverse backgrounds. In this respect, the company with the assistance of competent employees will be able to accomplish its predetermined business objectives efficiently. Subsequently, the employees provided with effective working environment are able to conduct their operations prolifically (KEYW Corporation, 2014). The management of KEYW is entrusted with the responsibility of seeking that competent employees are recruited as well as retained from different cultures and generations, so that goals of the company are accomplished effectively (KEYW Corporation, 2014). My Relationship with the Organization KEYW provides security solutions to different public as well as private organizations facing problems in the similar aspect. In this company, I work in the designation of ‘System Security Engineer’. According to this job designation, I am entrusted with the job responsibilities of developing plans based on which effective software programs might be created. The developed software programs will aid in building an efficient security architecture with the assistance of which computer files might be safeguarded. Additionally, the program developed might aid in developing better integrating network with host computers and secure data transfer procedures. In this respect, I am entitled with the responsibility of building security technologies based on current requirements of the customers (University of Cambridge, 2014). Contextually, the operations of a systems security engineer are vast and require adequate research along with concentration. In this regard, as an employee of KEYW, I should be accountable for my job responsibilities and towards other employees associated with the company. I am required to follow the principles that are adopted by the company in order to ensure that I perform my activities in accordance with the desired business objectives of the KEYW. Respectively, in order to improve business performances of the company, I am required to develop an extensive relationship with the individuals associated with it. Problem or Issue of KEYW Corporation KEYW is an IT based company, which requires competent as well as qualified employees, so that business operations of the company are conducted proficiently. In this regard, the management of the company is required to develop an effective workplace culture based on which the employees are able to conduct their operations successfully. Workplace environment plays an effective role for the growth along with development of the companies, as the employees are required to conduct different researches as well as tests for developing security intelligence systems. The company i.e. KEYW with the intention of performing sustainably in the present competitive business environment employed talented individuals from different backgrounds. Subsequently, the management of KEYW, which is held liable for recruiting along with retaining competent employees of diverse culture, is much concerned about generational differences that exist amid employees. Presently, the management of the company is concerned about generation differences existing in the workplace. According to Lancaster & Stillman (2014), the employees represent different generations that include traditionalists, baby boomers, generation X and generation Y. The individuals of different generations possess dissimilar values, principles and personalities. Additionally, the individuals belonging to different generations possess diverse knowledge as well as expertise while conducting business operations. They have different perception towards their professional as well as personal life. Respectively, one of the characteristics of the traditionalists is identified to be loyal towards their approach. Baby boomers are the individuals who are optimistic while conducting their operations. Similarly, it has been recognized that generation X and generation Y individuals possess skepticism along with realistic viewpoints respectively (Lancaster & Stillman, 2014). Moreover, the employees from different generations might affect the workplace environment for possessing different mindsets as well as communication styles, resulting in developing misunderstanding and conflicts. In this regard, the management of KEYW faces with the challenge of managing employees from different generations in an efficient manner, so that they are able to conduct their operations smoothly and in a motivated manner. The performance of KEYW is based on the competencies of employees and in this regard, the employees are required to be provided with effective workplace environment, so that business objectives are accomplished successfully. Additionally, the management of the company with respect to changing market conditions and internal business environment should change its management practices and operations in order to perform its business operations sustainably. Subsequently, the issue arising from generational differences in KEYW and its needs will be addressed with the assistance of OD. In this context, it can be ascertained that the issues faced by the company include ‘technological and structural issues’, ‘human resource issues’ and ‘human process issues’ that augmented due to generational differences. These issues eventually made the company to face ample challenges in delegating the roles of employees on the basis of their competencies. Respectively, the employees faced the challenge of miscommunication and misunderstanding that adversely affected their motivational factor and thus increased stress (Cummings & Worley, 2008). The Impact of Environmental and Internal Issues on KEYW It has been earlier mentioned that the present market scenario has been witnessed to intensify with extreme competition owing to different factors that include gaining momentum of internationalization and introduction of several pioneering technological advancements. According to Kayode (2012), it would be vital to mention in this similar context that globalization has assisted business organizations in conducting their operations effectively in different countries with better competitiveness. Similarly, Mueller (1994) stated that this can be measured in terms of liberalized trade policies and broader investment opportunities. In this respect, the market conditions have intensified with increased number of competitors and identical products and/or services (Kayode, 2012; Mueller, 1994). Accordingly, the management of the company is required to adopt effective strategies based on market conditions for having sustainable business performance. Correspondingly, change in business management practices as well as operations might adversely affect the operations of employees, which might lead towards ineffective business performances (The KEYW Holding Company, 2012). Identifiably, KEYW has adopted the policy of recruiting as well as retaining talented as well as competent employees with the aim of ensuring that business objectives are accomplished successfully. The management of the company has recruited individuals from different generations based on their expertise. In this context, Dike (2013) noted that employing individuals from diverse cultural and age groups possessing different competencies will aid the company in performing business operations in a competitive manner. Subsequently, employees from different generations and cultures might raise the issue of miscommunication along with misunderstanding amid employees. Additionally, Ehimare & Ogaga-Oghene (2011) signified that different generation employees have different approaches in making decisions, which might raise conflicts amid them. These eventually lead towards adversely affecting the overall business performance of the company at large (Dike, 2013; Ehimare & Ogaga-Oghene, 2011). In this contemporary world, KEYW is required to adopt innovative technologies with the aim of ascertaining that business operations are conducted competitively. As stated by Verschoor (2013), advanced technologies are required to be adopted appropriately, so that the needs as well as the preferences of the customers are met successfully. Technological advancements will assist the company in conducting their operations in an aggressive manner. However, Shugan (2004) implied that the companies adopting innovative technologies should provide effective training services to the employees, so that they are able to conduct their business operations efficiently. In this regard, KEYW is required to make adequate investments in training as well as development services, which might influence its profit margin. Additionally, employees from different generations have different perspective towards change and in this respect, traditionalists might be restrictive towards this aspect as compared to generation X and Y employees, who are highly adaptive towards change along with technology (Verschoor, 2013; Kathawala et. al., 2005; Shugan, 2004). KEYW has been operating as an important company for developing security software for commercial organizations and the US government. In this respect, Verschoor (2013) noted that the company followed desired ethical principles with the intention of ensuring that business operations are conducted in a systematic manner. The company employing individuals from different cultural backgrounds and generations might raise the problem of discrimination. Additionally, the different generation employees have different ways of perception towards ethical standards, as the present generation employees i.e. generation X and generation Y perceive that social interaction influence ethics. On the other hand, traditionalists and baby boomers perceive ethics based on values and standards that are made by the management of the company. In this regard, workplace having different generations of employees might face conflict situations and misunderstanding that might raise issues amid the employees(Verschoor, 2013). Detailed Description of My Recommended Intervention It has been identified that the management of KEYW employs personnel from different cultural and generation backgrounds with the aim of conducting business operations in a competitive manner in the present scenario. Additionally, changes in different field owing to development in technology, economic as well as global factors have impacted the management practices and business operations of the company at large. In this regard, the management of the company is required to adopt OD with the aim of managing change in relation to the employment of different generations’ individuals. OD is recognized as a systematic procedure of adopting changes, so that business operations are conducted with better effectiveness. Additionally, the company with the assistance of OD will be facilitated in adopting both internal as well as external changes for making better business performances. OD will aid the management of the company in developing a planned change in order to mitigate the issues of generational differences in the workplace. Contextually, the management of the company might adopt theories of planned change with the aim of improving its business performance (The KEYW Holding Company, 2012; Cummings & Worley, 2008). The theories of planned change have been illustrated in detail hereunder. Lewin’s Change Model Kurt Lewin has developed Lewin’s change model. The model implies that changes in the companies relating to the transforming business environment can be achieved in a planned manner. The model provides certain specific procedures with the assistance of which change can be implemented successfully (Cummings & Worley, 2008). The model comprises three stages that include unfreezing, moving and refreezing. In the unfreezing stage, the management of KEYW should identify the change, which is to be implemented with the aim of improving business effectiveness. Contextually, the employees representing different generations should be aware of the new practices that are to be implemented (The KEYW Holding Company, 2012; Cummings & Worley, 2008). During the movement stage, the employees are provided with the new practices based on which business operations are to be conducted efficiently. In this respect, the employees should develop their attitudes, behaviors along with values accordingly, so that the company is able to perform business operations with better competitiveness (The KEYW Holding Company, 2012; Cummings & Worley, 2008). In the refreeze stage, the management of the KEYW should reinforce the change, which is to be implemented by incorporating the organizational culture, structure as well as reward system. In this respect, the management of the company with the assistance of the model will be able to implement change in relation to generational differences in an effective manner (The KEYW Holding Company, 2012; Cummings & Worley, 2008). Action Research Model Action Research Model Source: (Cummings & Worley, 2008) Action research model is based on a cyclical procedure with the assistance of which researches are to be made about the company’s performance, so that adequate information are obtained in relation to the changes that are to be implemented with the aim of improving business efficiencies. In this regard, the management of KEYW identifies the change, which is required for developing an effective workplace based on generational differences. The model comprised different stages in accordance with which the issue of generational differences can be identified and accordingly, appropriate diagnosis is conducted. In accordance with the diagnosis, suitable measures must be adopted, so that the management of the company is able to form an effective working culture (The KEYW Holding Company, 2012; Cummings & Worley, 2008). The Positive Model The Positive Model Source: (Cummings & Worley, 2008) The positive model mainly focuses on the problems that faced by KEYW in relation to the development of an effective working environment. The company faced the issue of managing generational differences owing to the employment of diverse workforce. In this similar context, the model aids the company in performing its operations in a right manner. The management identifies the factors that assisted the company to perform effectively and accordingly develop strategies based on such factors. In this regard, the company developing a diverse working environment will be able to maintain generational differences successfully. The positive model is primarily based on five phases that include ‘initiate the inquiry’, ‘inquiry into best practices’, ‘discover the themes’, ‘envision a preferred future’ and ‘design and deliver ways to create the future’. In this respect, the phases are to be followed with the aim of ensuring that the business problems are mitigated successfully for better effective performance of the company (The KEYW Holding Company, 2012; Cummings & Worley, 2008). With the aforesaid concern, the company i.e. KEYW adopting the change theories of the positive model, action research model and Lewin’s change model will be able to mitigate the issues of generational differences in the workforce by a certain level. Accordingly, the management as well as the employees of the company with the assistance of the above discussed change theories might work collaboratively in order to develop an effective workplace environment. In this regard, the employees will be able to conduct their respective operations in accordance with the planned objectives of the company (The KEYW Holding Company, 2012; Cummings & Worley, 2008). The management of KEYW might also adopt general model framework with the intention of ensuring that the issue concerning generational differences is identified effectively, so that appropriate measures are adopted with the aim of developing an effective working environment. The general model framework comprises four activities that include ‘entering and contracting’, ‘diagnosing’, ‘planning and implementing change’ and ‘evaluating and institutionalizing change’ that require to be conducted in a sequential manner (The KEYW Holding Company, 2012; Cummings & Worley, 2008). The framework has been described in a detailed manner hereunder. General Model of Planned Change Entering and Contracting It is the initial stage wherein the management of KEYW is required to make planning about the changes that are to be administered with the aim of improving the effectiveness of its business operations. In this phase, the management will make important decisions about the changes to be implemented. Accordingly, a contract will be devised stating changes to be made, determining the role of different personnel and the resources required for the success of the planned changes (The KEYW Holding Company, 2012; Cummings & Worley, 2008). Diagnosing The diagnosis process is an important stage of OD for identifying the issues faced by KEYW in the present business scenario. The management will diagnose the issue of generational differences based on which important measures will be undertaken for the development of the company. Generational differences should be managed as well as diagnosed in such an effective manner, so that the company is able to perform operations with better profit margin and competency level (The KEYW Holding Company, 2012; Cummings & Worley, 2008). Planning and Implementing Change The management of KEYW should make effective planning in relation to interventions that are to be implemented for making changes in an efficient manner. In this regard, interventions made would be based on different factors that include human resource, technology and organizational structures among others. Subsequently, the interventions are required to be implemented with the aim of ascertaining that the change process is conducted appropriately (The KEYW Holding Company, 2012; Cummings & Worley, 2008). Evaluating and Institutional Change In this stage, the management of KEYW should recognize the effects in relation to the interventions that are conducted. In accordance with the identified effects of such interventions, decisions would be made for the continuation, suspension and the modification of the change program. Contextually, institutional changes of the company can be obtained in relation to generational differences through the assistance of feedbacks, training services and reward facilities (Cummings & Worley, 2008). In this regard, the management of the company might adopt the general model of planned change with the aim of ensuring that the issue of generational differences is mitigated and the employees are able to conduct their operations in a better as well as competent manner (The KEYW Holding Company, 2012; Cummings & Worley, 2008). On further note, the management of the company i.e. KEYW must implement the change for mitigating the issue of generational differences in its workplace. In this regard, interventions are required to conducted for better growth along with development of the company in the present competitive market scenario. The intervention process will comprise different tasks that include events, activities and actions that are required for making improved business operations of the company. The interventions process is dependent on valid information. Additionally, the intervention process is required to be dependent on various factors that include readiness of an organization to change, cultural context, competencies of change personnel and capability to change. Contextually, the management with the assistance of different change theories and diagnosis process would be able to identify the issues that it faced such as technological along with structural issues, human process issues and human resources issues. Observably, there are different OD intervention processes that play a decisive role in developing the overall performance of the organizations. These processes include technostructural interventions, human process interventions, human resource management interventions and strategic interventions. In relation to the issues identified in KEYW linked with generational differences, the appropriate interventions would be human resource management interventions, technostructural interventions and human process interventions (The KEYW Holding Company, 2012; Cummings & Worley, 2008). These interventions have been described in the following. Technostructural Interventions Technostructural interventions mainly emphasize two important factors that include technology along with organizational structure. In the present competitive business market scenario, technostructural interventions play an imperative role towards making sustainable growth of KEYW. In this regard, approaches that are to be adopted in this kind of intervention include employee involvement, organization design and job design. The implementation of the above discussed intervention will certainly aid in improving the productivity of KEYW as well as in meeting the needs of employees substantially. Respectively, developing an effective organizational structure will aid the company in having a better work design along with an organized organizational structure (The KEYW Holding Company, 2012; Cummings & Worley, 2008). Human Resource Management Interventions Human resource management interventions are used for integrating, developing as well as supporting individuals associated with KEYW This intervention process comprises different practices that include goal setting, career planning, performance appraisal and reward systems. In the present scenario, human resource management (HRM) plays a significant role towards the development of workforce and accordingly assists the company in performing business operations in a sustainable manner. In this context, HRM performs important functions of managing diverse workforce. Moreover, HRM also develops ‘employee assistant programs’ with the aim of maintaining wellness along with lessening stress of employees (The KEYW Holding Company, 2012; Cummings & Worley, 2008). Human Process Interventions Human process interventions are regarded as the procedures based on which the employees’ performance of KEYW can be measured. The interventions relating to human process mainly takes into concern different processes that include leadership, problem solving, communication and decision making. The processes assist in developing effective relationship with employees. The interventions are used efficiently with the intention of ensuring that employees are able to conduct their respective operations in accordance with the objectives of the company. Moreover, the processes also aid in building an effective workplace environment, so that the employees are able to conduct their operations as a team. Contextually, the management of the company i.e. KEYW developing an effective relationship with the employees will be facilitated with the opportunity of solving various sorts of issues successfully (The KEYW Holding Company, 2012). Improving Performance of KEYW through Interventions It can be comprehended from the above discussed intervention processes that the management of KEYW on recognizing the issues through the theories of planned change will be able to adopt different measures for mitigating the crucial concern of generational differences in the workplace. The change program will certainly assist the company in making significant changes in its workplace. Through this approach, the company will be able to conduct its operations competitively. Contextually, the management of the company with the concept of OD comprising theories of planned change and intervention processes among others will develop itself as a self-designing organization. Additionally, interventions will improve learning along with knowledge management aspects of the company, which will aid the company in performing business operations significantly. Subsequently, the company with the assistance of the above stated interventions will be able to design as well as adopt effective procedures of managing changes proficiently. The change programs and interventions will also aid the management in mitigating problems succinctly for continuous improvement (Cummings & Worley, 2008). Evaluation of the Interventions It has been identified that KEYW in order to mitigate the problem of generational differences should adopt different interventions that include technostructural interventions, human process interventions and human resource management interventions. In this respect, in order to ensure that the company is able to conduct operations with better effectiveness, it should evaluate the interventions. Generally, evaluation is a process of obtaining adequate information in relation to progress as well as impacts that are ascertained with the implementation of intervention processes (Cummings & Worley, 2008). Measurement Measurement is a procedure of determining the appropriate variables for interventions, so that the variables aid in improving the effectiveness of KEYW. In this respect, measurement will aid in identifying the appropriate variables derived from the different conceptual framework of OD, which might be essential for solving the issue of generational difference. Accordingly, measures will be adopted based on the intervention variables, so that the change programs are conducted suitably. The intervention variables as well as outcomes will be measured in accordance with their reliability and validity. Reliability ensures that variables used will aid in managing the issue of generational differences. Similarly, validity of the variables will be determined in accordance with the development of the diverse workforce environment (Cummings & Worley, 2008). Research Design The issue of generational differential in KEYW is required to be mitigated in a structured manner, so that the company is able to conduct business operations effectively with competent employees. In this regard, the change program should be based on a specific design with the aim of ascertaining the internal as well as external validity of the change programs. The internal validity of the change programs will be ascertained with the management of employees representing different generations or age groups. Respectively, the company will be facilitated with the opportunity of managing diverse workforce, which is essential for performing operations competitively in different market segments. On the other hand, the external validity will be ascertained by managing continuous changes that are identified in the business market segments where the company operates (Cummings & Worley, 2008). Conclusion The present business market conditions have intensified with augmented competition owing to increased level of globalization and advent of technologies. Additionally, current market conditions are seemed to change in a drastic manner due to change in customers’ preferences. In this regard, the theories of OD are identified to play effective role in managing the changes proficiently and in improving the performances of business organizations. OD is an important medium of ensuring that business operations are conducted in accordance with organizational objectives. KEYW is an IT company providing different security services to commercial organizations and the US government. The company employs individuals belonging to different generations. In this similar context, the management of the company is required to manage diverse workforce efficiently, so that competent employees are recruited as well as retained successfully. In this company, I work as a Systems Security Engineer and I believe that workplace of the company might be affected due to generational differences. Subsequently, the management of the company is required to adopt different theories of planned change with the intention of identifying the relevancy of the issue i.e. generational differences. Contextually, different theories of OD that include Lewin’s change model, action research model and the positive model are used with the aim of acquiring a brief understanding about the change programs. Contextually, the theories are assessed with different interventions that include human process interventions, technostructural interventions and human resource management interventions among others. These interventions provide significant facts on the basis of which the problem of generational differences might be mitigated in order to improve the operational effectiveness of KEYW. Conceptually, interventions are important procedures accountable for the development of the company in a sustainable manner. Subsequently, the interventions are evaluated with the assistance of the concepts of measurement and research design. In this respect, it can be affirmed that the company with the assistance of OD and its relevant theories will be facilitated in improving overall performance and operational effectiveness at large. References Cummings, T. G., & Worley, C. G. (2008). Organizational development & change. Canada: Cengage Learning. Dike, P. (2013). The impact of workplace diversity on organisations. Arcada, 5-53. Ehimare, O. A., & Ogaga-Oghene, J. O. (2011). The impact of workforce diversity on organizational effectiveness: a study of a Nigerian bank. Annals of the University of Petrosani, Economics, 11(3), 93-110 Kathawala, Y., Zhang, R., & Shao, J. (2005). Global outsourcing and its impact on organisations: Problems and issues. International Journal of Services Operations Management, 1(2), 185-202. Kayode, O. (2012). Impact of globalization on human resource management. 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Retrieved from http://www.sec.gov/Archives/edgar/data/1487101/000148710113000002/keyw-20121231x10k.htm#sF98701D272BDC7B1B5342A057220FF82 University of Cambridge. (2014). What Is security engineering? Retrieved from http://www.cl.cam.ac.uk/~rja14/Papers/SEv2-c01.pdf Verschoor, C. C. (2013). Ethical behavior differs among generations. Strategic Finance, 11-14. Read More