Power Point- Change Management

Introduction

Today world of business is characterized by rapid technological dynamism that intensifies regarding self-changing values and competition. An organization can only remain competitive if they are ready to embrace dynamism. Therefore, there is a need to embrace regular interaction of knowledge and organizational learning (Schein, 2010). Therefore, any organization prevailing organizational structure is critical to the business success. The organization culture to be researched is an IT company called Papsyl that deals with the production of both hardware and software.

Literature review

The organizational culture is based on individual and organizational learning which is based on knowledge psychology (Schein, 2010). Psychology argues that there are two types of knowledge namely procedural and declarative. The declarative refers to an object that is things and persons, and facts such as processes and issues. On the other hand, procedural knowledge involves cognitive actions and processes. Moreover, declarative knowledge can be described as “knowledge of something”’ and is regarded as expertise or process knowledge.

Procedural learning involved mostly in the organization culture includes the stimuli perception and appropriate behavior initiation. The analytical process of prior experience is referred to as contextual placement is emphasized in organization culture (Schein, 2010). On the other hand, there is there is declarative learning that involves the development of cognitive association or behavioral guidelines. However, there is needed to be careful when interpreting the dichotomy. Both types of knowledge and level of learning, there is analogies comparison between organizations and humans that indicates the organizational culture and procedural elements as organizations declarative element. The analogies are based on some assumptions.

· People utilize procedural knowledge in the interaction of environment through their action and reaction. In comparison, firms use appropriate structures (processes, procedures) in the generation of activities that interacts with the environment.

· Primarily, declarative knowledge is the initiation point before procedural knowledge and subsequent actions undertaken by people in the organization. Correspondingly, organization culture is described as the organization declarative knowledge because it provides the guidelines and the meaning for the behavioral patterns assumed by the organization employees.

Consequently, human learning and organizational process assume comparable phases where any organizational structure changes are regarded as procedural learning while culture change is regarded as declarative learning. However, it is possible for a specific learning process to assume a prominent role in the environment people interact. Ostensibly, the individual learning process is the preliminary point in the organization teaching (Barney, 2006). Therefore, individual learning entails the provision of the impetus for associated organizational change. Hence, such implementation change calls for the vibrant individual learning process that involves all the organization members depending on the organization actual scope changes. The research on the organization culture of Papsyl organization will include three procedural steps namely analysis, development, and design.

Culture analysis

In principal, the partial goals analysis was used in preparation and description of current culture through utilization of proper resources (Cooper & Schindler, 2005). The research data collection used in this analysis is the questionnaire, participation observation, and verbal questioning. The research method used depends vibrantly on available resources and considerations of economic and human resource factors. The description of current organization culture was formed according to the predetermined model based some specific underlying assumptions.

Questionnaire

The administration of questionnaire was preferred because of its associated advantages namely reduced cost and time required (Cooper & Schindler, 2005). The departmental heads and a preferred return ratio administered the questionnaires personally from about 40%. Quick questionnaire to establish the general organization current culture will be undertaken. On the other hand, conduction of semi-standardized interviews will be taken on individual staffs especially during lunchtime and in the evening. The aim of the interview is to get a detailed outlook from the interviewee’s point of view.

Participation observation

This refers to data collection method that used for verification and support of other used inquiry methods (Cooper & Schindler, 2005). The members of the team that will collect data will participate in discussions and meetings that will involve the organization leading staff and executives. Moreover, the data collection team will spend a considerable amount of time in participation observation.

Verbal question

The verbal question will be undertaken in the form of structure an half-standardized interviews by interviewing five executives and 20 employees and mostly head of departments and opinion leaders. The aim of using semi-standard interviews is to pursue two objectives, one of them being to obtaining of comparative answers and the other one is asking of specific questions that require some clarification from the interviewee. Owing, to the special position assumed by some of the interviews, for example, the executives and departmental heads, there is a need for appointment scheduling.

Secondary data analysis

Apart from using primary data analysis, the researcher will also use secondary data analysis where secondary data is used to derive a conclusion of the research undertaking. Secondary data refers to referencing of existing data alongside newly collected data through primary analysis. The most preferred secondary data analysis is the ethnography whereby the researcher avails himself of the information range that is already documented on the issues being researched (Cooper & Schindler, 2005). Therefore, secondary data analysis is more quantitative or positivist approach, and it is this documented information that is used in the development of the hypothesis that is used in testing of emerging research process.

Principally, it is more discovery-oriented and open-ended approach that goes hand in hand with qualitative and ethnography method. Ostensibly, the secondary data analysis is significant in the exploration of used research assumptions and it is referred to as an early hypothesis. Consequentially, it helps in generation of questions requiring further exploration. In all the approved research approaches, secondary data is the only method that helps in identification of the gaps in the already available information regarding the research topics. On the other hand, it helps in suggesting methods that may be required in securing valid and reliable data in the topic or the question of interest.

Secondary data sources to be used in this research include popular and scholarly products and publications, statistical and archival data retracted from administrative source. Consequentially, secondary data is retrieved from the organization data archives such as special publications, and business directory, company data such as tombstones, biographies, autobiographies, and diaries (Cooper & Schindler, 2005). It is recommended that the researcher should explore the study population and topic before proceeding to the primary data collection. Regarding the existence of secondary sources and statistical data, many organizations, associations, or agencies have relevant data online. Therefore, it is recommendable that before venturing into primary data collection to first the available online sources.

Discussion

Organization culture is a significant factor in the success of the company, and it determines the organization capabilities in support of the changes, new strategies, and new policies encountered during the business operation. The team employees are integrated and developed into adapting the organization culture that facilitates strident innovation (Schein, 2010). The organization culture is geared towards business strength that promotes in SWOT analysis and also imposes challenges and limits to the firm. Nevertheless, has been gradually fine-tuning the organization culture into correctly matched dynamics of the business environment.

The organization culture is made up of necessary characteristics that ensure that corporation achieves a market leading position or competitive advantage (Barney, 2006). Nevertheless, the organization structure also poses some challenges in human resources optimization. This organizational culture helps in effective supporting of the company leadership attributed to significant features fitting the business. Different ventures or organization have diverse culture requirement. For instance, in this organization, there are some significant organization culture characteristics such as considerate combativeness, secrecy, innovation, creativity, and top-notch excellence.

Creativity

Papsyl organization recruits the top cream professionals in the industry based on skills, knowledge, and creative abilities. Ostensibly, the organization has policy that highlights the creativity importance. Employees involved in the organization product development and design are supposed to done artistically and creatively. The organization culture enables the firm to maintain the solution development capacity to customer needs and business needs.

Top-notch excellence

The organization has embraced a strict organization culture of selecting the best of the best in their employee’s recruitment. The corporation CEO who also happens to be the founder has set record of firing employees that fails to meet his objectives and expectation. The founder’s tradition and way of doing business have been inculcated into all employees in the organization. Excellence is emphasized in all departments and is hugely attributed to the success of the organization since inception especially in the product development and design.

Secrecy

The founder of the organization and who is the current CEO has inculcated the culture of secrecy, which he initiated as a minimization strategy to intellectual property and proprietary information theft. Upon hiring, the newly recruited employee take oath to maintain the organization secrecy and this culture is imprinted in the firm’s rules, policies, and employment contract. This helps the organization to mitigate occurrence of industrial intelligence and negative employee poaching effects.

Innovation

The organizational culture of this corporation is highly innovative and frequently appraised in the position of the promising corporation in the IT industry. The employees are encouraged and trained to be innovative regarding ideas contribution and individual performance, especially in the product development procedure. The organizational culture accomplishment in the facilitation of rapid innovation is the organization heart of the business.

Moderate combativeness

The organization is characterized by moderate combativeness feature that is linked to the CEO combative approach type of leadership. The CEO is known to challenge employees randomly to be alert and up the task.

Implication of the organizational culture

Benefits and advantages

The combination of innovation, creativity, and top-notch excellence in the organizational culture is a prerequisite of outstanding organization leadership. Consequentially, the human resource characteristic empowers the organization to achieve competitive advantage, and they are critical to the success of the organization. Excellence and creativity are significant in the innovation process.

Weakness and drawbacks

The Papsyl organization culture comes with its fair share of challenges especially due to the emphasis on secrecy and moderate combativeness degree. Consequentially, the secrecy limits atmosphere between the work and moderate combativeness are a disadvantage of limitation of morale of employees and indication that organization culture still has room for improvement aimed at strengthening the capabilities of human resource.

Conclusion

In conclusion, the organizational culture is based on individual and organizational learning, which is based on knowledge psychology. Psychology argues that there are two types of knowledge namely procedural and declarative. Organization culture is a significant factor in the success of the company, and it determines the organization capabilities in support of the changes, new strategies, and new policies encountered during the business operation. The organization employees are integrated and developed into adapting the organization culture that facilitates strident innovation. The organization culture is geared towards business strength that facilitates in SWOT analysis and also imposes challenges and limits to the firm. The combination of innovation, creativity, and top-notch excellence in the organizational culture is prerequisite of outstanding organization leadership. The Papsyl organization culture comes with its fair share of challenges especially due to the emphasis on secrecy and moderate combativeness degree.

The research data collection used in this analysis is a questionnaire, participation observation, and verbal questioning. The research method used depends vibrantly on available resources and considerations of economic and human resource factors. Apart from using primary data analysis, the researcher will also use secondary data analysis where secondary data is used to derive a conclusion of the research undertaking. Secondary data refers to referencing of existing data alongside newly collected data through primary analysis.

Reference

Barney, J. B. (2006). Organizational culture: can it be a source of sustained competitive advantage? Academy of Management Review, 11(3), 656-665

Cooper, D. R., & Schindler, P. S. (2005). Business Research Methods (McGraw-Hill. London, UK: Mcgraw Hill Book Co Of Aust P/l.

Schein, E. H. (2010). Organizational culture and leadership (Vol. 2). John Wiley & Sons.

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