Organization Challenges Regarding Implementation of New Ideas - Essay Example

Organization challenges regarding implementation of new ideas Name Professor Institution Course Date Question (1) Difficulties the organization has had in the past when trying to implement new approaches tobusiness management and operations. Give examples of approaches which have had high failure rates and discus why this occurred. Critically discuss how this may affect attempts by companies to become ‘lean’. Introduction Organizations face many challenges during transitions. They run in a dynamic environment that keeps changing coming up with new strategies and approaches help in effective delivery of their services and manufacturing. These changes implemented in place by a certain team formed by the company which mostly involves employees of the firm. Changes affect all commercials at particular point. They can assort from slight staff reform to assimilation or obtaining another firm. Although the changes are needed for the impending of the business, you are expected to face certain blocks and dares (Sarlak, 2010. p.78) Structural change takes place when a company switches from its current state to some anticipated imminent state. Managing logistic change is the process of identifying and implementing change in such an approach which cut employee opposition and budget to the business, while also exploiting the success of the conversion to the new system. Current business world needs firms to undergo transition almost continually in order to maintain their competitive advantage in the market. Factors such as stiff competition globally of markets and fast progressing technology force companies to react to do these changes. Such deviations are minor as in the event of fixing a latest software program—or quite major—as in the case of changing a general promoting approach. "Organizations must change because their environments change, " (Thomas & Carl 2006. p.60)It is through these initiatives which firms then cage them on how best they can do and keep up themselves. It is through the day-to-day challenges that forces management hand to try new ideas. Research has also proven that not only do firms change because of problems they meet, but trying the latest inventions and trying new initiatives also plays a part in this. The real desired state and level of performance they expect is usually what motivates them to make these transitions (Sarlak 2010 p.145) Acknowledging of existing difference normally offers the drive for conversion to the latest ideas, as the firm wants to maximize their produce. Unfortunately, research indicates that many administrative change efforts fail. For example, half of quality enhancement platforms flop to meet their aims, and some efforts of process development techniques are unproductive. Changes failures occur then due to resistance that employees have towards them. Many new inventions are normally unfamiliar with the work force, which in turn they find it threatening and thus makes it challenging for the organization to enact them. Subsequently, the capacity to meet revolution successfully is the most desirable skill managers should have. Organizations requires staff who can respond positively to change and work according to it (Sarlak 2010.p. 169). AREAS OF ORGANIZATIONAL CHANGE These are the sections that each organization has to respond to when necessary for good performance of them. The areas identified includes: approach, technology, arrangement, and employees. Performance of the firm is usually dependent on how these issues are manged when change is imminent, and businesses often need to introduce changes in all sectors when change occurs in one to enable smooth transition. For example new complex technological systems need highly trained people (Reid 2005. p.46). Therefore adopting this approach needs an expert. Approach change can occur on a huge measure. These are system and the way which firms does its operation. Change so necessary when the old systems are no longer productive. Technological changes are often regarded as a wider perspective of approach strategy. Effective technological change must have all stakeholders of the firm incorporated and well responded for this change to effect. Technology is a first changing environment that keeps advancing, and no matter the challenges organization face while incorporating it, it is eminent for the better performance of the company (Reid 2005.p.98).Personnel change becomes another important aspect in today business. Due to the ever evolving strategies and technology, firm have no option but to also adjust to these changes by acquiring the right workers who can respond and handle these changes. Arrangement of the organization also comes to force when the firm is under transition. This has to happen to allow adjustment made to accommodate the newest and latest inventions ((Reid 2005. p.148). The following are then areas which if not handle carefully they causes difficulties to these organization when they want to move from old systems and enact these changes. Planning Revolution in a firm is likely to disintegrate or result in more complications than gain without a step at a time planning. You ought to comprehend precisely what alterations will come about and in what way those vicissitudes will happen. You also need to assign roles to people who are responsible for the change so all duties operated accurately. The time in line for the change is also a key part. You need to plan fh/or downtime or difficulties in completing regular work tasks while change occurs (Ireland & Fisherman 2010 .p. 67) Lack of consensus Failure to make all the stakeholders of the firm to work toward the same goals, management is likely to experience challenges during transition period. Decision to enact changes in the organization is process that must be initiated by the entire management. Communication Failures to communicate with all employees invite rumors and fear into the work place, particularly if you are to come up with new strategies and even labor force reduction. Organization workers deserve to understand what is happening in their environment. The sense of doubt when board does not converse unsettles labor and creates employees sense as they are not part of the decision (Ireland & Fisherman 2010 pg. 167). Keep employees updated regularly about the plans and progress towards the change implementation. Involve all employees as much as possible through meeting and brainstorming sessions to help during the planning phase. Employee resistance In other instances, workers repel revolution. They develop comfort with mode the business is operating. They know the expectations and their role in the company. When a major change disrupts their familiarity, some employees become upset. They do not want to re learn their jobs or change the way they do things. Support your employees and train for any new responsibilities can help ease transition (Ireland & Fisherman 2010 pg. 46). Time Time is money. Putting down these strategies is not an easy task for implementation team. Balancing effective system implementation, training fellow employees on the new idea may take a much amount of time. Some strategies may need a lot of time for it to fully effect in place, it then become a real issue to worry the organization management as they wait to help from the new strategy. Presentations This is a task mainly done by the implementation team. After putting everything on board, it become essential to present new idea to the members of the organization. Poor performance of the presenter makes it a challenge to the firm. New ideas are always a challenge to the employees. It is mandatory for the implementation team to make their presentation clear and precise as possible so that it can be understood easily (Ireland & Fisherman 2010 pg. 90). Inadequate guidelines These are rules and guides directing the users about the recently introduced matter. The technological machines that need an expert are the ones that most organizations find it challenging. It normally takes time for the users to fully understand how to work with it. Financial barriers This is the most common challenge that almost every organization have undergone. Implementing a new approach may be very costly. Resources of the firm may not be adequate; it then becomes a real challenge to them (Swanepoel 2003 pg. 45). Availability of the right personnel Implementing business ideas and those which involve a lot of technology mostly need trained and skillful workers to put it in place. Employees present may be aware of the idea, but not how to use it. Most organizations usually find it hard as they are forced to hire professionals outside to train their employees, this costs them a lot, and it may take much time before their workers fully understand to use it (Swanepoel 2003 pg. 15).. Examples of approaches which have had high failure rates Technology Organizations have found it difficult to cope with the unpredictable change in technology. Once a new system has been adapted and employees have become well conversant with it, a new advancement comes up it renders the first one obsolete. This requires the organization to buy or acquire new systems or how things are done. This becomes expensive for the organization and leads to inconsistency (Swanepoel 2003 pg. 85). Marketing strategies Marketing strategies is the backbone of any business organization. It produces the necessary cognizance about your goods or services among clients. Insufficient analysis of the market leads to poor performance of the corporate firm. A marketing platform will be fruitless if it does not performs its intended purpose. Marketers usually try to be efficient and excite the management instead of working on customer preferences and choices. This leads to poor sales. Organizations should use competent marketers who are well conversant with the products and the target market. Another concept is the e-marketing approach (Swanepoel 2003 pg. 125). This approach is not practical a time since not everyone in the target market is able to get access to the internet. Communication networks sometimes are not reliable and become a barrier to those who wanted to use the products via the internet. Management Bad bosses, poor supervisors inept managers create negative impact on the bottom line that includes less production, higher turnover and increased costs. Embezzlement of organization fund by top management leads to downfall (Hagoort 2001 pg. 67). This downfall is due to lack of funds to further run the operations of the organization. Most organization do not conduct accounts audit and when this fund disappear it is not easily detected. Lack of relevant qualification by the management is also another reason that leads to failure (Swanepoel 2003 pg. 212). Poor managerial experience including not after the business plan, weak internal controls, poor executions, acquiring the wrong personnel, pitiable designation skills, poor passage of information and ineffective time management. High bureaucracy Bureaucratic organizational structures with too many layers, high boundaries between management layers slow decisions to be made, things monitored closely and too many tools and documents that discourage creativity. This brings the challenge to the organization as thing has to slow down in their operations implementation of new ideas comes to serious challenge. Vertical communication Communication is essential for any good performance of any organization. When a new approach is to be introducing, it causes several changes and even disputes within the organization members failing its intended purpose. How organizations manages their communication is an idea that keeps changing therefore most of the firms have failed in their attempts to add a new strategy as employees normally find it hard to adjust to it. How failed implementations affect the leanness of the firms Lean is production process that helps the company in efficient production of goods and efficient delivery of services, which in turn leads to achieving higher customer satisfaction without necessarily adding in more inputs. It is a process which is bases on five principles, which the firms has not achieved it when there is failed implementation of new approaches. Failed implementations do not allow companies to motivate their workers with any vision. This is a lean principle which the company cannot meet once an implementation hits a barrier. Employees need to look at the real picture of what is at hand, and managers thus find it challenging to do this when an enactment has failed to do (Hagoort 2001 pg. 80). Objectives of the firm cannot be obtained also. It is a mandate that any firm which aspires success need to get their goals right. With failed implementations, achieving firm’s aims may become a real obstacle to them. It is not possible to drive employees to work towards those goals when systems that are in place to aid in implementation have failed to do (Armstrong 2007 pg. 34). Measurement of firm's performance also is a challenge that organization encounters when this implementation has failed to perform. Getting the right balance of inputs and reasonable returns of outputs is a real challenge as supporting mechanism has failed to show helps this. Organization cannot therefore meet this lean principle with these failures (Armstrong. 2007pg 78) Designing and implementing of a new product may also not be achieved. Companies mainly faces stiff competition among themselves, and for any firm to sustain itself in the market, introducing a new product or designing it to be unique is thus important. This can only be achieved if implementations are successful. With the failing implementations, firms may find it a challenge to sustain themselves in the market as they cannot differentiate their product from other, and may find themselves outdone in the market (Michelini 2008 pg.123) Team building is another code of lean management that cannot be achieved with failed implementations. Employees need to work hand in hand with one another to make sure success of the firm. When these implementations fail, getting attention and focus of the employees is then a challenge to get it. Conclusion In conclusion changes are ever-present in the world of business. The current world of business is a sector that is undergoing imminent and rapid evolution. For any organization to sustain itself in the market, change oriented managers are required. Despite these changes occurring regularly, it is clear that it is not an easy task to meet it. Management faces many challenges in its implementation, but for success of the firms, these changes have to occur (Michelini 2008 pg. 90). Though companies have to be lean in their operation, achieving it won’t as easy as the process itself when new implementations fail to work as expected. References Armstrong, M. (2007). A handbook of human resource management practice. London [u.a.], Kogan Page. Hagoort, G. (2001). Art management: entrepreneurial style. Delft, Eburon. Ireland, C. A., &Fisher, M. J. (2010). Consultancy and advising in forensic practice empirical and practical guidelines.Chichester, West Sussex, BPS Blackwell. Mehta, Amitabh.(2009). Organisation Development Principles, Process & Performance.Global India Pubns. Michelini, R. C. (2008). Knowledge entrepreneurship and sustainable growth.New York, Nova Science Publishers. Peyrot, M., & Burns, S. L. (2010). New approaches to social problems treatment. Bingley, Emerald. Reid, P. P. 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