Most organizations within the business environments are faced with lots of challenges due to the competitive market. Some of these challenges include the rapidly changing business environments to which an organization should come up with ways that will help them to adhere to such changes. An organization should thus come up with strategies and analysis that will be used in order to ensure that the business is not affected in any way. Change is considered to be inevitable. Thus, organizations should come up with ways that will be applicable in relation to the changes that might likely affect the organization within the competing environment. This paper will focus on some of most crucial principled capacities that should be created within an organization in order to ensure that an organization can withstand any flexible changes and unplanned threats that fall upon the organization. In addition to this, the paper will focus on the organization analysis for change by having organization capacity for change, capacity for innovation and capacity to react to unplanned threats. All this will guarantee that an organization will be ready to handle any changes experienced.
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With reference to business administration, stake holder analysis can be defined to be a process by which an organization identifies some of the factors that might affect the running of an organization. This will give the organization an opportunity to have at hand the impact that the organization will face and the actions that are to be taken (Savage, 2005, p. 9). This will help the administration of the organization to sort out some ways that can be used to eradicate those problems. A stakeholder by definition is one that is either affected positively or negatively by any actions that are directed towards an organization. Within an organization, many are the changes that are likely to be experienced with relation to the external environment. The implementation of the stakeholder analysis will make it easy to illuminate some of these unforeseen changes. In order for a company to come up with quality goals, then there should be stakeholder analysis that will enhance the company towards meeting its success.
Success is one of the key elements that most stakeholders appreciate within their businesses. Most organizations in the current century are faced with the need to incorporate change within their businesses in order to achieve their goals for their success. Some of the changes anticipated by most companies include technological, economical and with reference to the continued competitive market in the business industry (Fletcher, 2003, p.512). Change within an organization is considered a hard element to pin down. Incorporating change has made it possible for most organizational leaders to come up with more skills in comparison to the external forces in order to define a good future state for the organization. For this to happen, a well defined plan should be developed for the continued success of the organization.
Given the sudden attack in which change can take, most organizations face the challenge to incorporate most of these changes. Experimentation is required when coming up with a plan in comparison to the changing environment. This will simplify the way in which a company will deal with the unexpected outcome. In order for a company to keep up with the ongoing change, then capacity for change should be introduced within the company for its success.
Analyzing Change and Stakeholder Support
Stakeholders of most companies have the authority over which they can apply within an organization with the view of either supporting or contesting against organizational change. A stakeholder analysis should be carried out on regular basis in order to analyze the attitudes of the stakeholders over a given time period. Stakeholders can be categorized into primary, secondary and key stakeholders (Savage, 2005, p.22). Primary stakeholders are those that are distressed by actions directed to the organization either positively or negatively. Secondary stakeholders are considered to be intermediaries in that they are not directly affected by any actions that affect the organization either positively or negatively. Finally, the key stakeholders are those that are of significant influence to the company. A stakeholder analysis can be used to identify some of the stakeholder's interest, the potential risks that are likely to affect the organization and the diverse effects that will be impacted on the project by the stakeholders.
Building organizational capacity for change
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An organizational capacity for change can be defined as the willingness and ability of an organization to change according to time change. A company or a learning organization should develop strategies that are to be implemented for the transitions that are likely to affect their business. Strategies are also to be established and implemented to act as a framework to which change will be guided. A learning organization's capacity for change mainly focuses on the need for an organization to appreciate change at a given point of time. Readiness for change should be one of the emphases that have been laid out within an organization (Anderson, 2007, p.62). A learning organization must also be ready to apply a particular change in relation to the change capacity. A set of extensive interventions is required in order to incorporate change within an organization.
A systematic change process within an organization will involve three phases. The first phase is the clarification of expectations and roles to gear the change process. This being the first stage forms the most important foundation among the stakeholders with reference to an organizational change that is successful. The second phase involves identification of priorities that are required for change. The third stage involves having a joint planning for the organizational development activities in order to come up with ways that can be used to address priorities. On the other hand, the stages for a systematic change are maintaining the old system, creating awareness to the stakeholders on the new change, exploration in order to come up with new approaches, transition which involves tips related to the new system, emergence of new infrastructure and lastly, the predominance of the new system.
Organizational Capacity for Innovation
The concept of an organization's innovative capacity makes it possible for a company to be able to measure its aspects based on techno capitalism. The application of innovative capacity within an organization measures an organization's way of invention. This measures an organization's level of invention making it easy for the analyzing of the company. This will make it easy for a company to come up with some of its benchmarks related to its performance. Innovative capacity can also be considered as a diagnostic process where by as a result, a comparison can be conducted on shifting related to technological leadership. This will give clear information concerning a leader who can potentially improve the business in the future. It may also be used to provide information related to inventions on its dynamics and its accumulation (Filicetti, 2007, 49).
Capacity to react to new opportunities or Threats
An organization should establish strategies that can be applied incase any threats are depicted that might affect the business in one way or the other. This will ensure that the organizations functions do not come to a stand still but rather there are ways in which they can deal with the situation. The administration within an organization should also come up with strategies that can be used in order to incorporate new opportunities (Filicetti, 2007, p. 42). This will guarantee that the organization will remain competitive within the competitive market. Moreover, the organization and the stakeholders are able to incorporate change more easily.
A flexible and responsive learning organization should incorporate some policies and procedures that will aid in its continued successful operations. Policies are defined to be rules that are set within an organization to act as an organizational guideline that defines the organization's outcome. On the other hand, organizational procedures are instructions which are carried on a step by step basis in order to prescribe on how actions are to be executed. One of the policies to consider is the vision for the organization. This will guide the administration on how to execute their plans. There should be rules that should be incorporated in order to determine on how their goals are to be achieved. A guideline on the managerial thoughts and actions should be laid out in order to bring out the consequences for each action.
Alternatives for various actions should be determined to have the organization on safe hands. An addition of the organization's emergency procedures will ensure that the organization does not come to a stand still. A learning organization should ensure that it lays down essential policies and procedures that will be required for the consistency of the institution's operations. This will provide direction in which the learning institution is to undertake. Acts should also be incorporated as a guideline of the organization's standards. Written standards not only in learning institutions but also in other organizations will make it easy for the employees to understand the roles they play within the institution. (Filicetti, 2007, p.52) It can also be said to be a guidance in which the employees will follow for the success of the institution.
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For the above mentioned policies and procedures, the stakeholders of a learning organization are able to focus on the strategic thoughts for the company. This will lead to the success of the institution by meeting its goals. Procedures and policies provide a concise direction to which an institution is to undertake for its operations.
In order for an organization to reach its goals, it should be ready to incorporate change at any given time. This will guarantee that the institution will fit within the competitive market. Change is inevitable and for this reason, organizations and institutions should develop strategies to be applied within an organization at any given time.