The Organizational Change Essay Example for Free

The Organizational Change Essay A. What is organizational change? Organizational change is a term used to describe a total overhaul of an organisation. This refers to a big scale changes to suit the current change in needs. There are many reasons. Sometimes there is need for an organisation to curb challenges arising like neck to neck competition, retrenchments or massive lay offs. It may also involve new changes in technology and an organisation might want to adopt or re-fix the new structure in their work places. All this will affect the working operations and environment of an organisation. Organizations sometimes might find need to merge with other related organisation this will force both organisation to restructure (McNamara, 2008). Basic Context for Organizational Change An extreme markets battle has forced many organizations to adopt many ways to survive. An organization might have been offering quality services or rather substandard services hence need to adopt modern technology. This cannot be done without know how, it requires in depth information about how and how effective the change will be. Organizational change can be very expensive, some organization are on favor for minimal changes as they review the effect of the new change. These small changes act as stepping stones for more changes to come for instance lay offs; this is a very costly assignment to an organization. It is important to learn that organizational change requires lots of funding (Darby Mcglynn, 2000, p13). Though this can bring desirable transformation, it is a painful undertaking especially where finance is concern. At the end of the day an organization should evaluate its achievements brought about by the big change Organization change is a very technical procedure; it requires intellectuals, skilled person or specialist who has an insight understanding about the running, management and all other that pertain administration. The entire running and management will be approached very differently of an organization. It entails new procedures and regulations to be followed by the organization’s management and entire work force (Darby Mcglynn, 2000, p13). Every organizational change presents new vision and approach. Accomplishment of the targeted goals and result is now viewed in another perspective; this is because the change might come up with new challenges. The duties and roles of every individual worker changes, others might be absorbed hence need for everyone involved to specialize on ones best subject. It’s noteworthy to learn that every each organizational change shakes all the running of an organization from the top level to bottom and bring new sense of direction. After organization change is accomplished efficiency should be expected and redundancy eliminated (Darby McGlynn, 2000, p. 13). B. Forces for and resistance to organizational change  Organizational change is viewed as a life circle and every organization should undergo in order to survive both internal and external pressures. It is very fundamental given other forces surrounding the change are put into account. Emergence of new technology can compel an organization to embrace and adopt, for the benefits and betterment of an organization. Computerization of an organization’s department is a perfect example of technology changes especially those which have been carrying on their duties manually Such office automation comes with more efficiency and reliability in executing duties (Darby McGlynn, 2000, p13 ). Another example is the introduction of automated teller machines by banks, despite their cost they are accurate and efficient s compared to bank clerks. In that connection it can led a bank into providing more products and services to their clients and customers, competitiveness needs for more supply in the market, change of services products. For any organisational change to take place it need profound consultation in relation to the targeted results. Its result and final achievement should be tangible and convincing (McNamara, 2008). C. Evolutionary and revolutionary change in organizations  Evolutionary change The change within the organization should be successful and constant such that it does not arouse any massive upheavals within and without the organization. Major development and progress in any organization is dependant on the degree of change in the new ideas and how the affected react to it. The organizations need to check at what their users want and supply them appropriately. The use of the collective intelligence and social networking within the organization is evolutionary since it encourages the blending of different good ideas towards the progress of the organization. Exploration of complex situations and involving everybody to participate intermsof decision making is also evolutionary to an organization (Casey, 2008). Attracting people to your vision as a manager within an organization plays a very important role in persuading them to buy into your outcome products, since this will give them a since of feeling that their contributions are very appreciated. Initiatives are the best way to introduce implement and institutionalize deliberate and on-going renewal. The involvement of many people in operational problem solving evolves to Participative Management Problem which is a profit sharing program that increases productivity and employee involvement across the board (Miraglia, 1994). For the renewal of any organization it calls for the organization to improve on its response to customer needs and increase its willingness to experiment with multi-function structures and teams which are led by entrepreneurial spirit. The management layers also need to be scrutinized and reduced and the ineffective functions scrapped off. Determining better ways of pushing responsibilities to every section of the organization without any inconvenience is evolutionary. The creation and continuation of complex activities like efforts in training and quality management processes brings better changes to an organization. This calls for the keeping of simultaneous changes to move in relationship to each other rather than in isolation (Casey, 2008). Revolutionary Change The organizations don’t look to their users in order to try and adjust on what users are willing to adapt to on a large scale. The situation by which most organizations only look for the way to sell out their big products without considering the taste of the consumers is revolutionary since they force the consumers into doing new things they are not comfortable with. The abrupt introduction of or addition new technology within the organization is sometimes very disruptive since it will require quite a bit of training which will consume sometime to allow for adjustment (Miraglia, 1994). The time taken by the organization to sell out its ideas sometimes can be longer. This can be due to disagreements across the decision making board which delays the implementation processes. Within any organization the implication for the Human resources need to seen as not only just to preserve and teach old lessons, vocabulary and assumptions but also to lead in the change processes, development of versatile models, teaching and encouraging new vocabulary and also be at the forefront of the encouraging continuous learning and sharing of knowledge The critical business issues like entrance into emerging markets and new product development pose a revolutionary change into the organization. The competition by related organizations also poses a challenge (Miraglia, 1994). D. Managing the Organizational Change Since an organization is a group or an association made by people who come together with different thoughts and opinions with an aim of achieving certain goals, therefore an organization is made up of individuals and in order for organizational change to be successful; there are different principles which should be considered. First an individual has got to achieve personal change which gives a positive approach to the change by applying it. Thoughtful planning and implementing sensitivity is another crucial principle to boost the organizational change. Consultation and involvement of the individuals affected by the organizational change is important since forcing of changes to an individual will cause problems (Kotter, 2002). The organizational change must be real, measurable and also achievable. These characteristics are relevant in the management of individual changes. Before the commencement of organizational change management, there are questions which are supposed to be taken into consideration. Organizational achievements, why, and how will an organization know if it has achieved the changes. Who the changes have affected and their reactions, how much of the change can be achieved and what parts of the change which are needed with help. These features are in strong relation to the management of the Organizational change (Kotter, 2002). For proper management, change needs to be understood and managed in such a way that people can successfully cope with. The director is the settling pressure. The affected organization or individuals need to agree with the change, understand the need for change and also be given a chance to decide on how the change will be managed and also they should be involved in the application and planning of the change (Kotter, 2002). Confronting each other is the best way to undertake susceptible issues of organizational change management. People or employees need to encourage their, manager to talk face to face to them if they are of help to the manager in managing the organizational change. Sending mails through internet and writing notices are the weakest ways of communication and enlargement understanding. If there is urgent change to be made in an organization, the reasons should be investigated and also its urgency is real. Also their needs to be consideration if the consequences of accepting the rational time-frame can be more devastating rather than taking control over the unsuccessful change. Fast changes in organizations avoid proper consultations and involvement and these leads to complications and more times is consumed when it comes to solving the issues (Kotter, 2002). For successful management for an organizational change, top management in an organization should be involved. This brings out reliability, ideas and expressiveness from the champions. Change is achieved when carried out as a group. The change representative always has a role of carrying out translation of the vision to a practical plan and also carries out the plan. Change communication is required to be regular with all the affiliates of the organization. For change to be maintained, the organizations’ composition needs to be given an amendment by either making course of actions, guiding principles and also deliberate plans. Such kind of change in the constructions of an organization characteristically involves re-freezing process and an unfreezing change (Mc Namara, 2008). E. Organizational Development Organizational Development is a challenge which gives authority to the organizational members in order for expansion to take place in peoples’ openness with each other concerning their opinions of the association and their experiences in the organization. This encourages members to take greater accountability for their own deeds as members of the organization. In organizational development the assumption is that when people practice the purposes simultaneously, there is a likeliness of organizations finding out new techniques of working together and hence there is achievement of the organizational goals (Nielsen, 1984, pp2-3). The final thought of organizational expansion is that organizations are social arrangements. Their aim is to increase long term presentation and physical condition of the organization as well as to also improve lives of its associates. The organizational development loom stresses on organization background which manipulates the way people perform their duties using organizational change based on exploration and achievement (Toolpack Consulting surveys, 2008). By using planned modification based on research, there is increase in motivation, elimination of obstructions and easier change. The perfect is an organization where there is constant improvement which is rampant in a way that it is not expected as a proposal. Organizational Development, changes the performances, shared beliefs and values, of the organization by working with technical and social systems like incentives, communication, work processes and civilization (Toolpack Consulting surveys, 2008) Organizational Development assists an organization in authorizing leaders and individuals’ workers. It also creates a culture of constant improvement and arrangement around shared achievements. There is easier and faster change making. All the minds of the employees are put to task. Organizational Development also enhances momentum and quality of choices. There is also assistance by the Organizational Development in beneficial conflict making rather than negative. Also leaders are given more control over the outcome by giving workers more authority over how they do their tasks (Toolpack Consulting surveys, 2008). There are different benefits which the Organizational Development has achieved, they include satisfaction to its customers, individual feeling of success, and profits by reducing costs for non profits, improvement suppleness of the organization, they have also achieved effectiveness of the costs as well as living, occupation and employment satisfaction. Objectives of organizational development are observed in an organization where, the needs of the customers are always recognized and thought about by the managers and the workers, also people get remunerations for success instead of failure of innovation or creativity hence there is high improvement. The construction and processes are based on the present requirements rather than in the past needs hence there is efficiency and assistance offered to people (Tool pack consulting surveys, 2008). Also in an organization, organizational development s’ objectives are achieved when in an organization; there is constructive resolving and conflict treatment. Hence this is used for modernization with no suppression and lack of intrusion with efficiency. The system of rewarding strengthens the organizational wellbeing. Also open communication is encouraged in both imaginative and straight and hence all the appropriate feelings are distributed and due to this, people can learn from the experience. Decisions are required to be made by people with most related, express knowledge (Toolpack Consulting surveys, 2008). Conclusion Organizational Change is a very crucial feature which brings about wide change in any organization with the aim of assisting the organization achieves its goals strategically. Such changes include, restructuring of self managed teams, new technologies, collaborations, mission changing and also changing of the complete Management of Quality. Hence there is transformation of the organization. This designates essential as well as elementary orientation in the way that the association operates (Mc Namara, 2008). In order for this change to take place successfully, individuals play a very important role in the organization. Hence there opinions and achievements as well as there aims are very crucial and require to be put into consideration. And this will only be possible with the application of some principles which once put into practice; the change becomes successful (Kotter, 2002). Since communication is important to the success of any organizational change efforts, it is important for face to face communication since it is believed to be strong as compared to sending mails and notices. Motivation should be encouraged amongst the organization by rewards, incentives etc. Organizational Development is of great benefit to organizations since it brings about profits, satisfaction both at work and in life. Also goals are achieved due to the Organizational Development efforts (Tool pack Consulting surveys, 2008).

A Synagogue Essay -- Papers

A Synagogue A synagogue will look like any other building from the outside - the only sign you might get from the outside is the star of David which is called magen David in the Hebrew tongue. There may also be a sign outside stating the name of the synagogue. There are many names for a synagogue such as; shul - which means school in Hebrew, bet haknesset, which means house of assembly - this is only used by Sephardim, which is oriental Jews. A synagogue is primarily a place of worship but also functions as a community centre for the Jews. The building is so important that the whole Jewish community that worship there will revolve around the building. It is used as a teaching school for Jewish children where they will be taught the Hebrew alphabet, numbers of Hebrew and about their faith. This school is a Jewish equivalent to a Christian 'Sunday school.' If you now go inside you would see that the synagogue is rectangular and although you will not realise it, but the whole synagogue is built facing Israel, if possible, Jerusalem. There will be a sink where the congregation will wash their hands and feet before praying or worshipping. You will also notice that there are separate seats. This is because in orthodox synagogues, the men sit on the ground floor and worship and the women sit in the gallery. There is a good reason for this - and not because the Jews are sexist - but because in Judaism, the men take on the role of worshipping and the women are expected to look after the house and the children so if people were late (the women). This may be because they had to change the baby or something like that so instead of disturbi... ...yed and the hymns and songs are sung without the aid or backup of music. In a liberal or reformed synagogue however things would be very different, for instance, there is quite a large chance that a female rabbi would be conducting the service, the man and women are more 'equal' they sit together and worship together as one big mass. The bimah may be at the front which, in my opinion, gives a sense of preaching and I think Jews know their religion, they don't need to be educated about it they just want to worship god. There also may be an organ to accompany songs and hymns because music is permitted in reformed synagogues. There would also be slightly less Hebrew spoken. So this synagogue I have described to you is an orthodox synagogue. Orthodox translates to "right belief" and is considered to be traditional Judaism.

Development of a Code of Ethics: IT Challenges Essay

Societal changes caused by information technology and the resulting ethical usage  The information technology advancements continue to impact the workplace, societies and cultures. In today’s world, information technology is almost part of every business, educational institute, and even personal activity (Brooks, 2010). Computer and internet access have found their way to households, schools, libraries, people’s cell phones, banks, hospitals, governments, coffee shops, and other public places. As the industry evolves, so do the needs and special niches of society from mainframe systems, to micro systems, to PC-based LAN and WAN systems, to virtual systems and the internet. Advanced technology means unlimited prospects for the society. In the same token, new technologies mean increased exposure to engage in unethical behaviors. The growing concerns have given rise to efforts in developing code of ethics to prevent violations and address ethical dilemmas. When policies are ambiguous, ethical decisions can vary depending to the personal judgment or interpretation of the manager. There are instances where the lines are blurry that it becomes difficult to draw the line between ethical and unethical behavior (Brooks, 2010). This is the reason why it is important for education systems and businesses to address the ethical concerns of information technology usage and to develop a code of ethics to prevent ethical dilemmas and violations. New capabilities of computers give rise to new choices for action. This results in situations where either there is no conduct for guidance or there is inadequate policy to address the situation. James H. Moor, a Professor of Intellectual and Moral Philosophy at Dartmouth College published an article â€Å"What is Computer Ethics?† where he identified this situation as policy vacuum (Moor, 1985). History of the development of Code of Ethics in computing In the 1950 era, a new technology in the form of TAB machines was introduced  by accountants. Very few understood the capabilities of these machines and even fewer had the skills to operate them. The machine accountants were faced with challenges in the usage of the TAB machines and did not have any guidance to follow. The National Machine Accountants Association (NMAA) was founded in 1960 to address the growing issues of this new technology. The changing nature of processing information brought about by the introduction of computers in the early 1960’s gave rise to another challenge. The industry was changing and the widespread interest on computers required a change in the mission and goals of NMAA. The association’s name was changed to Data Processing Management Association (DPMA) to be more reflective of the new objectives that promoted continuing education and professional certification of its members. As the computing industry evolved, business leaders, accountants, and educators recognized the need to advance Information Technology (IT) professional development, support IT education, and formulate IT policies that will guide the usage of IT in many facets of society. The association adopted yet another name in 1996 which is now the Association of Information Technology Professionals (AITP). Development of Code of Ethics There are at least two basic factors that influence the development of Code of Ethics for IT. One is from sources outside of the corporate structure, and the other is from the corporation’s governance. AITP as an outside source. The accounting environment established the Public Company Accounting Oversight Board to oversee, regulate, and discipline accounting firms that do not conform to accountability and transparency standards. In the information technology world, similar professional agencies were formed to provide guiding principles in the usage of information technology to ward off undesirable and unethical behavior. A prominent professional association that lends oversight to the guiding principles of information technology is the AITP. AITP is an association composed of a premier network of IT business professionals focused on providing a community of knowledge, education and resources to its members bound by the association’s guiding principles on Guiding Principles reflect AITP’s beliefs about your role as a member and the impact we want AITP to  have in the IT profession. The association extends opportunities to its member to become better leaders that excel through honesty demanding ethical behavior and fiscal responsibility. The association’s webpage shares news, IT developments and events with chapter members, IT professionals, faculty advisors, student members, and various community groups. Today, there are over 1,000 U.S. regional chapters with members that are linked in who make continuous network connections around the country and across the globe. Corporate governance as an inside source. Prudent governance of an organization’s IT functions is viewed as an integral part of corporate strategy in facilitating information-based competitive advantage in promoting organizational growth and progress. Enterprise leaders like the board members, executive management and chief information officers are entrusted with the responsibility of raising awareness and understanding to ensure IT meets and exceeds expectations, its risks mitigated, and standards followed (IT Governance Institute, 2003). These officers are uniquely positioned to fulfill their role in harmonizing the organizational strategy with the accounting, auditing, operational and IT controls that is central in adhering to corporate ethical behavior. It is important for top management to lead in promoting awareness of ethical compliance within their organization as it sends messages to employees that inevitably shape the culture of their organizations. Enforcement issues related to a code of ethics for information technology The expansion of Internet brings together different cultures and societies where norms of ethical and acceptable behavior, and the role of computing and communication networks within the society vary a lot. In protecting globally distributed systems that employ open public networks, there is a great demand to specify what individuals’ rights and responsibilities are in regard to these networks. The distributed global nature of networks makes this a significantly difficult task. The lack of centralized authority and differences in moral codes between different groups, such as original developers of networks, business users, private users and governmental  organizations lead to significant consistencies. These situations can easily trigger enforcement issues that can result in ethical dilemmas. Differences of organizational culture can also become problematic when dealing with how operational policies and methods are enforced. Various groups within the company may have significantly different objectives and requirements for the use of networks, and balancing different needs and wishes may be a difficult task. The task of adopting or designing a common communication network to adapt to the various departmental needs becomes complex. The issue becomes even more complicated when considering the non-technical issues. For instance, it becomes difficult to establish a common ethics guideline that can provide comprehensive protection and security for all aspects of the organizational structure. There is also an enforcement issue on banning people from downloading data like music off the internet. This is a clear violation of the Copyright laws but protecting the authors is difficult to enforce considering that the internet is open to anyone who has access to a computer. The downloading of music does not cause actual harm to anyone, but it is unethical. A hacker can argue that a crime is not committed since there is no theft, vandalism or breach of confidentiality. In an Examiner article published by Scot Trodik on â€Å"Ethical Issues on Hacking† (Trodik, 2011), the Hacker Manifesto states that the only crime committed is the crime of curiosity and since the information is free, hacking is therefore justified. Conversely, the Computer Fraud and Abuse act of 1986 recently expanded in March 2013 made it illegal to tap into a computer without authorization and access private government, financial or credit card information. However, this act was flawed because of its broad scope and vague wordings that would criminalize many everyday activities allowing outlandishly severe penalties. Establishing a code of ethics in an online educational environment Technology has enormously changed the teaching world from the traditional classroom to online learning. Distance learning allows a student to choose  courses to enroll in and enables a student to develop a personalized schedule. Higher education institutions that offer online learning should not lose sight in stressing the importance of ethical character development of both the faculty and the learner in the pursuit of a personal, academic and professional excellence. This educational revolution can pose an ethical challenge because the interaction between the faculty and the learner becomes less personal in comparison to a face-to-face classroom instruction. It is for this reason that it is crucial to establish and adopt a code of conduct that gives guidance to the maintenance of effective and responsible distance learning programs. Institutions should provide policy guidelines for faculty and learners to follow and incorporate technology ethics in the curriculum. An Academic Conduct Committee should be established to enforce academic rules and promote an atmosphere of learning. Penalties for violators of the code should be weighed with fairness keeping in mind the intent to preserve the integrity of distance learning educational process. A student handbook on the rules of academic integrity should be a required reading material so that students know what the instances that violate academic integrity. Examples of these violations include plagiarism, fabricating citation, use of unauthorized assistance, and falsifying or altering results of research work. Among these violations, Plagiarism is one of the most common academic misconduct in a distance learning setting. Many factors lead students to commit plagiarism. Some of these reasons may be because of new rules to learn, academic pressures, poor time management or poor research skills. Notwithstanding these, students should have the responsibility to educate themselves honestly. References Al-Rjoub, H., Zabian, A. & Qawasmeh, S. (2008). Electronic Monitoring: The Employees Pointof View. Journal of Social Sciences , 4(3), 189-195. Brooks, R. (2010). The Development of a Code of Ethics: An Online Classroom Approach to Making Connections between Ethical Foundations and the Challenges Presented by Information Technology. American Journal of  Business Education. October 2010. 3(10), 1-13. Collack. V. (2007). What is computer ethics? Article analysis. Retrieved August 21, 2013 from http://www.collak.net/index.php?option=com_content&view=article&id Cone, E. (2008, September 10). Social Responsibility: Doing the Right Thing. CIOInsight Retrieved from http://www.cioinsight.com/c/a/Research/Doing-the-Right-Thing Harbert, T. (2007, October 29). Ethics in IT; Dark Secrets, Ugly Truths. And Little Guidance. Computerworld , 41(44), 34-36.Jennings, M. (2009). Business Ethics: Case Studies and Selected Readings(6th Ed.). Mason, OH:South-Western Cengage Learning.Kuzu, A. (2009). Problems Related to Computer Ethics: Origins of the Problems and Suggested Solutions. Turkish Online Journal of Educational Technology,8(2), 91-110. Mingers, J. & Walsham, G. (2010). Toward ethical information systems: The contribution of discourse ethics. MIS Quarterly. Vol. 34 No. 4. December 2010. 833-854. Moor, J. H. (1985). What is Computer Ethics? Darmouth College. Moor, J. H. (2001). The Future of Computer Ethics: You Ain’t Seen Nothin’ Yet! Ethics and Information Technology,3, 38-91. Moor, J. H. (2005). Why We Need Better Ethics for Emerging Technologies. Ethics and Information Technology, 7, 111-119. doi:10.1007/s10676-006-0008-0 Association of Information Technology Professionals. http://www.aitp.org/?page=Ethics. Accessed August 20, 2013. Board briefing on IT governance. IT Governance Institute. http://www.itgi.org/Template_ITGIc9a4.html?Section. Accessed August 22, 2013. Trodik, S. (2011). Ethical issues on hacking. The Hacker’s Manifesto. http://www.examiner.com/article/ethical-issues-hacking. Accessed August 23, 2013.

Rhetorical Analysis of The Shadow Scholar - 2063 Words

Bessette Laura Bessette ENG W131 Spring 2014 Rhetorical Analysis of The Shadow Scholar The prefix pseudo seems to perfectly describe the character of Dave Tomar, known by all as Ed Dante (Dave Tomar is Dantes pseudonym). His article The Shadow Scholar, which appeared in the chronicle review section of _The Chronicle of Higher Education_ on November 12, 2010, stirred controversy and a scare throughout the entire professional world. Doctors, educators, administrators, law officials, and all other professions of importance consequently came under the microscope. Dante has spent the course of a decade as a full-time ghostwriter who is paid to help students cheat as they achieve competency in their chosen fields of study. This†¦show more content†¦Despite the overwhelming and shocking nature of his work, Dante represents himself as a relatable, practical, and down-to-earth sort of individual. All ethical scrutiny aside, he comes across as any other co-worker in your office who works hard, long hours to pay the bills. In defense, he continues that theres the money, the sense that I must capitalize on opportunity. Yet despite this relatable personalization, the superhuman qualities that Dante possesses are no light joke. Dante builds both trust, awe, and anger in his audience - all important aspects which build the foundation of a successful controversy. Within this structure, Dante proceeded to include background information on his previous occurrences as a ghostwriter. These are the points that draw personal credibility to Dante. Shocking accounts of his experiences capture the attention of the reader. Dante quotes that he will cease all human functions but typing, Google until the term has lost all meaning, and drink enough coffee to fuel a revolution in a small Central American country. This is not surprising, as it turns out that Dante occasionally churns out 20 to 40 pages a day. The trust that Dante builds with his experience is built as he progressively describes his daily life, his role in the company, and the companys role in society. Dante showers the reader in unbelievable statistics onShow MoreRelatedInfluential Factors Of The Audience s Understanding1425 Words   |  6 Pagesopinion be tween Kevin J. H. Dettmar and Sarfraz Manzoor on Dead Poets Society is one such example. Dettmar states that: â€Å"Dead Poets Society is a terrible defense of the humanities.† This is because he thinks the film is void of literary criticism or analysis; the only things left are misleading and deeply seductive. On the contrary, Manzoor cites Dead Poets Society as his favorite film that is un-cynical, idealistic, hopeful, and which inspires him when he needed it the most. (His understanding of thisRead More George W. 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