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Changes of Organizations
Discussion Post: Changes of Organizations
Anthony Soricelli
DBA: Marketing
Liberty University
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Changes of Organizations
Introduction
Organizations have experienced dramatic changes in the last few decades due to
inevitable changes in business that include; globalization, advances in technology, and changing
social norms. This also affected the way organizations work together, compete, and operate in
the global market due to these changes. With the creation of cross-cultural competencies and
adaptive strategies to navigate complex global markets, changes of organizations today are more
vulnerable to competition, expectations, and changes than they have been in the past. Many
organizations are facing pressures of the changes in the business climate nowadays.
Complexity of factors in specific markets is influenced by global dependence, resulting in
an increase in international market complexity. Due to the ongoing creation of new and
improved information technologies, the world has become far more dynamic than ever before.
Without implementing organizational changes, the firm will lose its competitive abilities.
Without changing the length of time and the way the work is done, organizations face significant
hardships that may eventually lead to them closing their doors. From managers as well as
employees, an organizational change is an acceptable process. If the employees believe that the
change will be profitable for them, employees are more open to making change. Which covers
the main message of past to present in changes in organizations.
Trends in Organizations
Change is inevitable no matter what, the majority of employees and organizations
struggle with what these changes can affect. As you see due to COVID, the workplace scenario
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as changed drastically by letting workers work from home. Typically, in organizations
employees were driven by the desire to outdo one another in the workplace as a sense of pride.
Scott (2016) states, employees, particularly females, believed there was only one seat at the
table, therefore they used every strategy at their disposal to compete for leadership positions or
promotions. Organizations overall have implemented more diverse selection techniques with in
workplace, by pushing things like minority hires, veteran hires, and as well as women holding
more leadership roles. This causes employees collaboration for the sake of the whole
organization not just their own personal interests.
Transforming Employee Terms and Value-based Leadership
Gleeson (2017) states, as a consequence of how individuals feel and behave, as well as
shared values and how they respond to both external and internal stimuli, corporate culture is
formed. An organization's culture is complex and for it to be consciously crafted and fostered
from the start, it needs to fester and evolve through time as a result of the beliefs and experiences
of the people who work there. Organizations stay competitive by decreasing expenses,
developing products, increasing efficiency, and/or raising the products quality. In other words, if
an organization wants to do things differently, they will need to change their way of thinking,
especially challenging their leadership minds. Several studies demonstrate that the majority of
serious initiatives to reform an organization from failing to achieve their goals.
The values of an organization must serve as a guide for evaluating teams’ performance of
individuals after they have been determined. It’s extremely important for organizations to face a
transformation and handle it an appropriate matter. Typically, traditional performance measures
should not be abandoned in favor of new ones while learning new habits that could be used by
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leadership. Furthermore, methods for evaluating employee productivity-based values must be
implemented. Organizations are determined to discover new things and adapt to organizational
and cultural transformation that will have a positive impact on the organization’s success.
Performance evaluation and HR mechanisms are organizational tools for altering or
strengthening corporate culture in an organization abiding to changes in business. Problems will
arise if significant changes are made, but the team is still using outdated measures that don’t
respond well to the changes that are made.
Principle-based leadership focuses on values to always be communicated throughout
organizations. Communication across the board for most organizations is something that causes a
lot of issues and organizations take years to figure out to improve. Along with leadership, values-
based hiring is also critical for maintaining a positive corporate culture. When organizations
conduct candidate evaluations that are only based on technical skills might lead to dysfunction
throughout the organization. An organization can be at risk if things don’t appear as expected
and their technical skill hires aren’t as effective in other parts needed by an organization. It can
cost an organization even more money to hire someone new to replace that individual. This is
why, values-based leadership is used to make it more likely that the company’s goal and vision
will be aligned, which in turn makes it easier for the pieces to fall into place.
In most organizations, change has always been on strategized and has a date for when big
changes need to be implemented. However, the labor sector has not been a popular topic for
employees recently. This is because most of the employees have had a lot of hate for it due to
treatment they receive from poor management. It has definitely gone up and down over the years
with a lot of employees being in favor of the labor sector. A lot of changes have happened in the
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areas of work. At first, the employees used to outdo one another at the workplace. Women, for
example, could not compete for positions with their male counterparts’ employees at work. The
male employees were given first-hand priority and took hold of all the leadership positions.
However, with the recent trends in organizations, all the employees have been subjected to the
same playing ground when it comes to vying and even taking leadership roles at the workplace
(Kalleberg, 2000).
Female employees nowadays can competitively fight for leadership positions and even
job promotions alongside male colleagues. This is a trend that has drastically changed over the
years. Organizations allowing gender balance to aid in the fight for equality among all, now have
to come up with specific and strategical plans of creating more leadership positions for the
female gender. In today’s climate, people can work together without discrimination based on
gender. Male and female employees unite and work to better the whole organization and not
consider any form of personal benefits. However, this change has not been well-received among
many of the male employees since they see this as a form of competition along with some
favoritism claims involved. Advocation for the equality of all people without discrimination
based on gender is well taken by most. Organizations have realized that the female gender could
be entrusted for management since corruption cases are significantly reduced when they are left
to manage.
In recent years, we saw that remote work was mainly a reserve for special situations.
However, tons of employees in organizations that can operate with remote workers have been
given all the freedom to choose the place they would be very comfortable and convenient to
work at. This is also pairing with organizations introducing new timelines that also gave the
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employees a lot of time to rest. This has positively contributed to having their work enjoyable
and very attractive to every worker. Having a happy worker has contributed to the increased
level of production as well. In the past, people at the workplace usually communicated using
mainly email and sit-down meetings. But changes have been made after the coming up of digital
technology like forums such as Microsoft Teams, Zoom and/or Slack for business use. These
instant communication modes have positively boosted businesses to grow faster and has led to
better response times to tasks at hand.
In previous years, the leadership policy used in organizations was mainly top-down,
nowadays, with the new changes, leadership style does not focus on hierarchy but is very
collaborative and includes every work within a given organization. Astafeva (2019) states, as
before, most workplaces were going through an adamant time, including various generations to
work in unity. Currently, generations are learning to work together and exist happily within a
particular workplace. There is a mutual understanding among the various employees despite the
possibility of belonging to different generations and organizations have developed training to
provide the older generations understanding how things are in the world nowadays. This brings a
lot of versatile experience to an organization that promotes growth and unity.
Employees definition of motivation back then was just getting an increasing in pay
amount, but nowadays, employees are being encouraged by being given holidays, extra days off,
getting schooling/training paid for and enhancing a culture that keeps the workers motivated.
Organizations are providing opportunities to employees to enable them to grow. This gives
organizations significantly better options of motivation, unlike ones that were being used in the
past. Workers are given the opportunity more and more to grow and develop with an
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organization. There have been improvements to training videos and classes to better adhere to
what workers can handle. With technological advancement, the training sessions have been made
very interactive and are not rigid for the employees to understand them better (Grenier, 2021).
The workers have positively accepted most of the changes that occurred in the labor field
I their respected business sectors. It has brought more advantages to the modern-day work than
disadvantages. For example, allowing everyone the opportunity to apply and interview for a
leadership Male employees did not receive these changes well. They felt threatened and
increased levels of competition for leadership roles and promotions to higher ranks. The
introduction of new forms of motivation was warmly welcomed to both the male and female
genders. It created a better and conducive environment for all the workers. They felt well-
motivated compared to what they had been experiencing in the past years before introducing the
new changes to the labor industry in organizations.
Digital Transformation
Makitalo (2020) states, organizations have undergone changes in their structural settings-
digital transformation is the amalgamation of digital technology in the workplace.
Transformation of technology in an organization begins with problem, a comprehensible
opportunity, or an ambitious goal. These automated programs change how operations are carried
out in the company and how customers’ values are delivered. Transforming digitally is important
in all small and big businesses because this will help a business remain relevant and competitive
as the society and globe becomes more digitalized and adapting to new changes. Society saw in
2021, the effect of COVID epidemic which has made it urgent to digitalize organizations
operations.
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There are several reasons that have been brought to light and have largely contributed to
these changes. According to Dobrynin & Tabrizi (2019), various reasons that make companies
strive for modern technology is to reduce friction in organizations and increase productivity.
Significantly, once production is increased, profits also increase for the organization.
Furthermore, an organization might take up digitalizing itself for many reasons, the most
important one is survival in a new modern-day era of business where most operations are
digitalized. When Covid-19 pandemic took over the world, organizations needed to quickly
adapt to the chain of supply interference, market time pressure and customers’ expectations had
changed rapidly. Organizations had to implement a strategy that could answer all these concerns
as quickly as possible.
Technology drives transformation in organizations digital footprint which is important for
transformation. This helps in getting rid of old habits and processes that are outdated in the
business. In addition, for a business to develop in a high-speed world of operations, the
organization should always increase its technology effectiveness. Most organizations
stakeholders will embrace nimble concepts in their businesses that can make the organization
more profitable. Organizations also decrease their technical debts and increase their speed
through digitalized technologies and operations.
Leaders need to focus their efforts on asking management how important or how
prepared are they for them to able to carry out digital organizational changes. Current effective
trends that an organization and their IT department leadership should be informed about in
digital transformation include; public cloud adoption expansion, long-term digital value
initiatives that should be given more attention, up to date digital change success grades, fast
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assumption of digital operating models, learning machines, and using artificial intelligence to
their advantage.
Digital transformation has given employees chances to really participate in decision
making as a collective unit. Furthermore, it has also promoted transparency and processing of
real time. Digitalization in countries which have analogue base is progressing at a full tilt. Just
like how developing countries changed to mobile phone networks and changed to the internet in
corporate cultures, this will happen in the same way. Organizations will be constructed on real-
time technologies and communication practices. Organizations are living in time where a lot of
machinery, digital programs, etc., can do a lot of busy work which will save them money and
provide products and services at a faster pace.
Concluding Thoughts
Companies today are more vulnerable to competition, expectations, and changes than
they have been in the past. Many organizations are facing pressures of the changes. The rapid
and unpredictable nature of global economic trends pushes for the use of new strategies,
applications of new knowledge, particularly the implementation of new technologies for
management, particularly for financing the implementation of new technologies in order to meet
competitive products on the global market, and so as key features for small and medium
enterprises, flexibility, independence, rapidity in business relations, and the opportunity to create
new jobs are both mandated. Organizations need to be aware of the changes that frequently come
and go in their respected business sector and make sure they make the changes to abide to what’s
needed. In the bible it states, he changes times and seasons; he removes kings and sets up kings;
he gives wisdom to the wise and knowledge to those who have understanding (English Standard
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Version Bible, 2001, Daniel 2:21). No matter what’s going currently organizations need to adapt
to change and when they make that change they have to be prepared for new changes to come
along. In today’s business climate, nothing is definite and only the organizations that are willing
to change are going to survive.
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References
Astafeva, O. V., Pecherskaya, E. P., Tarasova, T. M., & Korobejnikova, E. V. (2019). Digital
transformation in the management of contemporary organizations. (pp. 382-389). Springer
International Publishing. https://doi.org/10.1007/978-3-030-27015-5_46
Gleeson, B. (2017). How values-Based Leadership Transforms Organizational Culture.
https://www.forbes.com/sites/brentgleeson/2017/03/10/how-values-based-leadership-
transforms-organizational-cultures/
Dobrynin, O., Zharkov, M., Kuchurov, I., Fomenkov, I., Zlotin, S., Monogarov, K., Meerov, D.,
Pivkina, A., & Muravyev, N. (2019). Supercritical antisolvent processing of nitrocellulose:
Downscaling to nanosize, reducing friction sensitivity and introducing burning rate catalyst.
Nanomaterials (Basel, Switzerland), 9(10), 1386. https://doi.org/10.3390/nano9101386
English Standard Version Bible. (2001). ESV Online. https://esv.literalword.com/
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emerging trends. (pp. 1-13). Springer International Publishing. https://doi.org/10.1007/978-3-
030-64371-3_1
Hendriarto, P. (2021). Understanding of the role of digitalization to business model and
innovation: economics and business review studies. Linguistics and Culture Review, 5(S1), 160-
173. https://doi.org/10.37028/lingcure.v5nS1.1347
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Kalleberg, A. L. (2000). Changing contexts of careers: Trends in labor market structures and
some implications for labor force outcomes. In A. C. Kerckhoff (Ed.), (1st ed., pp. 343- 358).
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Scott, R. W, & Davis G. F. (2016). Organizations and Organizing: Rational, Natural, and Open
Systems Perspectives (1st ed.). New York, NY: Taylor and Francis Books. ISBN:
9780131958937.
Tabrizi, B., Girard, K., & Irvin, V. (2019). Digital Transformation Is Not About Technology.
Harvard Business Review. Retrieved 8 October 2021, from https://hbr.org/2019/03/digital-
transformation-is-not-about-technology
