Information technology has become part and parcel of organizational institutions in behavior and design. Parts of organization like function, management and structure will be influenced by Information Technology. We can say roles and essence of administration; design of existing teams and employees job gets impacted by Information technology and these all will require new design. Thus, change will be seen in upper management and employers. As per (Nelson and Quick., 2013), Information based on computers and decisions made from support systems have a huge effect on the choices of production designs and even service activities.” So, all the pecking order of whole organization get influenced (Gilson, 2015).
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Information technology made organization authorities to split up and this resulted in globalization of working style. Many institutions changed their designs and patterns by launching virtual teams (Clegg, 2011). Team members are dispersed across the globe but are still connected via modern communication methods for their work and organizational designs have become more liquid.
Decision making, integration and segregation of whole organization will also be effected by Information Technology. Also, information technology reduces management team size so this results in individuals doing diversified tasks and involving in more roles than previous and increased responsibility for everyone. This insisted change of reducing heads had more influence in an organization. Importance of individuals within an institution is highlighted by the advanced organization due to its integration of information technology. This inclusion also signifies how whole corporation can be influenced by single person’s ideas and decisions. According to (Nelson and Quick, 2013), Speed is very crucial element in todays advanced society. And this speed aids in multiple things such as contests and resolutions. Making proper resolutions at correct time with needed speed is very important. In such situations, very elementary mistakes can result so much negative impact on the constitution. The negative result would be almost equal or more of that like prudent error by individual from administrative team. The modern technology also needs more and more safety and cost management.
Implications are organizations are expanding their contemporary dimensions. Their relationship with institution elements like job dedication, participation and fulfillment have brought more positivity to an organization. Corporations always need to absorb new patterns and embrace themselves to survive todays outside world competition. Some significant factors that are functional and behavioral are:
Institutional systems Character
The result of the institution is the behavior of all the separate individuals. Persons constant change of their actions, ideas and activity effect the corporation’s output. Relation between many things and their relation to the behavior all add up to organizational behavior. Some behavioral actions will more probable such as production management will demand worker from same production team to test their work like molds made. The mold is the final output of worker’s performance. Mold is tested and if it passes then the mold will be placed at the desired location.
Complexity of Institution
Many institutions change their structures very fast because every organization need to cope up with other organization in the competition, to do that organizations will need to change many things to deal with complexity. They arrange many meetings, seminars and spend many hours of hard work. So, institutions change in many ways to deal with complexity and introduce many simple modern techniques to win the race.
For example, to eliminate the big long lines organizations have come up with new rule by name next in line. It states that that no customer should be assisted while they are assisting another customer. Before this rule there were many customers and less efficiency but now this complexity was changed. This would make everyone’s work easy and happy (Vartiainen, 2015).
Major effects of the physical separation of group members and How can distance, in some cases, be beneficial to groups and teams
Physical separation of group members can impact a project’s life cycle a lot. According to Marquardt’s experience, an employee of a consulting services company that works for a multi-national end client face similar issues. The actual work location would not be the same place as the rest of the team. The business decisions and budget allocations for a resource are beyond anyone’s control.
Fig: Above picture explains the problems associated with distance.
The consequences of relocation of resources are painful. Coordinate all doubts via IM services and waiting to hear back for the whole day is a tenuous task. It would worsen with the difference in time zones. There are hardly any opportunities for all resources to talk and address all the concerns. All doubts must be posted in the IM application and wait to hear back from them complete day. Marquardt was expecting at least a quicker reply but ultimately each team members has their own tasks and works for their day. This process has really made Marquardt very slow to come to a good pace in the project and start working by myself. Marquardt have a new mate in Marquardt ‘s location after about 2 months from my date of joining. The transition or the time taken by him to pick up the project was comparatively very less to Marquardt as Marquardt was available for any kind of question which he had during his learning phase. This option was not available to me because of which Marquardt had to learn or pick up the project very slowly. These kinds of consequences not only delay or make an employee to learn the project slowly but also may depress him as there is no one in the team along with him.
Marquardt was feeling really and had plans to search for my next better opportunity because of the physical separation in the team. Though the team mates are helpful in all the ways they can, it was not sufficient for a new hire and Marquardt feel it will not be enough for any new hire in any ongoing project. This was just an example of what has happened in my recent project. Marquardt was asked as a token of appreciation about what offer Marquardt looking forward and the immediate request which Marquardt made is to move me to the location where the whole team sits. This kind of project classification can help the new hires a lot (Bichard, 2016).
Randell quotes that the physical separation of teams but at least not exactly the only one new hire is going to sit in a complete different location and keeps waiting for other team member’s assistance.
Yes, there are few benefits of doing this, Physical separation can make the service available to the end use round the clock when the teams are physically separated across various time zones or regions.
Fig 2: The above is a great demonstration of teams having/not having physical separation
Other than these benefits, there can be useful measures like expanding their project’s existence to different regional locations and making sure that other team’s progress is considered while drawing our own goals for future enhancements in the projects.
Besides, these benefits there are also some drawbacks of physical separation. Kowalkiewicz can undoubtedly say how unpunctual some employees are during their job in a different location where they don’t have a team lead or any of the team members present. Most of the days they used to work from home without letting any of my team mates know about it. They would also attend all the online meetings through the home as there is no way my team could track it. This process made me so lazy and they had to thrive hard to go to office even from nine to five (Honey, 2010). These consequences frighten some and employees would want to become punctual again so they opt for a relocation to the place where my whole team sits.
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Janiesch believe and confirm there are numerous projects where people reside in many of the remote places and coordinate with others to perform the jobs successfully. This was not in specific cases, some employees go to the office and work alone without any team residing in that location. These are also few of the drawbacks as in the physical separation being existed in the team.
Out of all the development models in Software Development lifecycle, Agile has number of supporting applications which benefits the physical separation of team members or groups. Activities like Daily stand up meetings, weekly update calls and others benefit a lot in understanding the real progress from each group or team members in a project (Myerson, 2016).
In the market today, there is great use for Atlassian range of products like JIRA, Confluence, WIKI, Bitbucket which in all areas help the Agile methodology and people working from various locations. These tools are configurable with custom work flows and methodologies and the terminology can be changed to our own project style. These kinds of features made it to stand out number one in the market today.
Brainstorm some ways to redesign office space
Effectively redesigning an office space greatly influences employee productivity and office morale as well as customer impressions in an organization. An organization which is not able to meet the expectations in either area, it may be difficult for that organization to see positive improvements. Such firms may not live to enjoy profits. It is important for every organizational leader to reconfigure, renovate or redesign his or her present office space to provide a conducive working environment for the employees. Effective redesigning can be done to both physical and virtual office space, and this helps in impacting the employees’ productivity as well as the customer morale in many ways.
Redesigning an office space can be done in many ways. First, you need to find adaptable furniture and storage options for the company. You should opt for latest options, for instance, high-back sofas that can be pulled together when more space is required. Comfortable and movable couches should also be bought in the company. Ensure that the couches have reclining adjustments that will suit the needs of the users. Secondly, take advantage of natural lighting when redesigning your office space (Watson, 2013). Many companies use fluorescent bulbs for lighting purposes but are sure to consider adequate light through sunlight since it helps with moods naturally.
Another way that can be used to redesign your office space effectively is using modern tools. Before purchasing any new furniture, you need to outline an office layout plan on a sketch up which will enable you to have the best office floor plan. You can also add in adjustable walls and remove the cubicles to redesign your office flexible office space effectively. Finally, you need to reconfigure to make your office workflow more efficient.
Redesign enhance successful teamwork
Redesigning your office space will help in enhancing successful teamwork and productivity in the company in many ways. First, effective redesigning will encourage sharing of office equipment among the employees in an organization thus encouraging them to work in a very collaborative way (Dreiling, 2018). This will help them learn the importance of sharing in the organization. Secondly, redesigning of the flexible office space encourages communication and teamwork in the company since the employees’ work and share common office equipment. Redesigning makes you as a leader to create a growing team. Because of the growth of the company, you need a workplace that can adequately accommodate the need of your employees.
Effective redesigning allows you to make the most of your present space by providing your staff with more decisions on how and where they work. Another way in which redesigning enhances successful teamwork is through having a positive work environment. A new workplace design increases productivity levels among the employees since they feel more satisfied working in a more favorable environment. The employees will also feel that the manager cares for their needs thus increasing their level of productivity. Redesigning also helps in building a strong organizational culture that enhances cohesiveness in an organization.
The team is a term that has become a special regular in late 90-70s. Re-planning the actual organization in the process organization has stimulated the team’s enthusiasm. The business is winding up around the world, and is constantly changing, while less formal procedures fall back. team, work teams and teams must be cross-practiced and diversified. It finds out how teams and teams create and work, and they organize, promote, innovate, work, virtual, or improve the position of the cross-cultural team. A significant reduction is the discovery of cross-cultural teams and their functions. The diversity of decency and the factors of conflict tend to be dangerous areas in many organizations these days. These problems have a significant impact on team members, their performance and feasibility (Malott, 2010). The reason is that the organization’s implementation is a very important work object performance of team members in different national society, standard, mental states and practice, multicultural teams represent team members who affect everyone in the team. institution, which team members of different teams. These factors should be used as a truly cross-cultural team of mater minds. it has proven to be more famous in the corporate world and is part of the focused edge they can use. In any case, a high level of confidence conflict may arise in a cross-cultural context, in stark contrast to the same team. The work of the management staff is completely critical when taking care of multicultural teams as a rule and conflict specific. A result depends on the skills that the manager has now achieved or affirmed (Kristin Behfar, 2016).
Compared to cross-cultural teams, various work teams or teams are a classification in the social and national root, which exist however these intrinsic meanings of the working teams and cross-cultural. People from different societies may form a contrast in their own “projects”, as they present social programs (general level), which also mix programming (general level, such as physical reactions to horrible situations) and individual attributes. The official team ability is its task, it is authoritative to think that it is capable (Pearman, 2016). The official team structure is portrayed as an organizational strategy which is obvious to look at who is responsible for the department or team, and at the official level of leadership. Our insight into leisure organizations shows us more about how we really do and solve problems in the organization. Regular leader and powerful hypothetical holders may be the most important to identify, as they may have an impact on what will be done, the length of the plan will be left up and through how long. This is especially true for situations where managing changes and activities in cross-cultural teams based on the organization of these random data channels is a fundamental differentiator, with a concrete goal to achieve things productively (Tata, 2014).
Each organization has a key decision to make about how it will confront this issue and address assorted variety. An organization which embraces a guarded methodology regards social contrasts as dangers – a progression of frail relationships between team members in which there is incredible potential for misconception, strife, doubt and even disdain. It expects that specific team members are naturally socially obtuse to other people. Along these lines, taking care of social ‘assorted variety’ implies abstaining from offering offense to teams or people, anticipating ‘badgering’, and managing complaints. It might also have a verifiable political goal to decrease the supposed predominance of some culture. Then again, a formative methodology at first observes social contrasts for what they are: conceivably unique qualities, suppositions, desires and conduct which team members convey to business because of their varying aggregate encounters. Besides, the formative methodology perceives that these aggregate inclinations uncover themselves as individual contrasts. Team members from a team are not there to speak to a ‘culture’ or specific ethnic team (Malott, 2010).
Cross cultural management is regularly viewed as one of the orders in global management concentrating on social experiences between what are seen also characterized elements: the organization and the country state and offering instruments to deal with social contrasts seen as resources of contention or miscommunication. Thus, there is a squeezing need to comprehend the social decent variety and exercise appropriate measures to oversee it (Quick, 2013). A portion of the issues that cross-cultural virtual teams encounter includes: time delays in answers, absence of cooperative energy among cross cultural team members, communications breakdowns, uncertain clashes among team members, constrained hours permitted to be worked and distinctive occasions. Past evaluations have explored issues in virtual teams.
A cross-cultural team is a team whose team members have cross cultural social foundations, for example since they are from various nations. In a worldwide commercial center, an ever-increasing number of organizations require universal nearness; in this way, the requirement for making virtual teams exists. By powerfully apportioning team members to projects considering aptitude instead of area, organizations can more effortlessly dole out the most qualified team members to suitable activities without worry for the cost and squandered profitability caused by broad travel or regular migration. The expanding worldwide nature of development projects has featured the significance of cross culturalism and the new difficulties it conveys to project performance (Marquardt, 2011).
In any case, there has, so far, been no experimental work that evaluates unequivocally the degree to which communication decides the achievement of cross-cultural tasks. Multifaceted preparing masters enable customers to pursue a formative course, which expect an alternate frame. It frequently begins at a neighborhood level and on a functional premise with a person’s or team works to develop the way team members cooperate or to plan for more extensive worldwide responsibilities. It tends not to be settled in strategy or methodology but rather, rather, is driven by business needs and real circumstances looked by team members (Alvarado, 2016). Preparing is intuitive, including trades of impressions, encounters and issues among students. It perceives that apparent contrasts are similarly as important as ‘real’ ones, for it is our impression of others that offer ascent to our responses and judgements. Team members figuring out how to deal with social contrasts will take in an incredible strategy when they wind up mindful of how they are socially seen by others. However, mindfulness, instructive briefings increment team members’ information of conceivable contrasts between societies. That understanding causes them to perceive how ‘interesting’ conduct its own social rationale as how has a team of team members have tackled widespread issues. With expanded common mindfulness and information, doubt tends to vanish and inquiries of ‘strength’ end up immaterial (Watson, 2013).
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