Organizational change and stress management are the chapter's name that includes the various elements regarding the topic. It consists of a good topic that is contrasting the forces between the change and plans change. Various easy to overcome resistance to change is also included in this chapter. The culture of the change can be created in three ways. One of the best topics that make the reading worthy of this chapter is the forces for change. It includes the various forces, such as the nature of the workforce, technology, economic shocks, and social trends. The changes which are made to achieve the goals are known as planned changes.
For managing change activities, some people are responsible, and they are known as change agents. Organizational culture includes the typical characteristics of the company. After learning this chapter, it is easy to compare the functional and dysfunctional effects of an organization's culture. The element that differs one organization from other organizations through a system of shared meaning through the members. Organizational culture characteristics are innovation, attention to detail, outcome orientation, aggressiveness, stability, and team orientation. The descriptive nature of the organization that would concern the employees' pervasiveness is defined as a culture. The culture with the intensive and widely shared core values of an organization is known as a healthy culture (Leech, 2018).
Moreover, without any need for written communications, influential culture may achieve the same organization's same elements. There is a consistent change in the way workers across every organization due to the technology change. Technology has improved the working conditions from the industrial age to the modern age. There might be a change in the speed and accuracy in manufacturing as well as communication. Compared to the past days, technology has improved the workplace in helping the workers. By using online communication tools, it might be easy to enhance team interaction. The company has to create incentives for helping the employees since technology within the workplace has helped improve the practical way of doing business remotely (Robbins & Judge, 2018).
For performing any task, technology is one of the best sources to improve human resources. There would be much chaos, and resistance would be witnessed due to implementing its new technology. However, there would be a lot of pressure and resistance to an organization. Hence every company must change the workforce's resistance and the ability to suit every new technology to negotiate their fear of losing their jobs. Since the managers are forced to change the way of managing the people, it is considered a hard transition from old to new. Technological innovation may also trigger uncertainty as the company has to adapt and change new technology management. Transition is not easy for anyone, especially if the company has long been using technology. It also stresses employees since they think new technology specialists will replace or replace technology. The staff's procurement and training on the latest technology will also entail an additional cost (Leech, 2018).
References
Robbins, S. & Judge T. (2018). Essentials of Organizational Behavior. 14th Boston, MA: Pearson. ISBN 13: 978-0-13-452385-9.
Schuelke-Leech, B. A. (2018). A model for understanding the orders of magnitude of disruptive technologies. Technological Forecasting and Social Change, 129, 261-274.