Question

Please answer the questions on paragraph

You have been assigned to a work group in your organization to address structure and design issues in the organization and also with how the organization deals with change management. (Each question is worth 4 points)

>Given that the organization realizes it needs to be more adaptive to change, would you tend to recommend more mechanical or a more organic model for your organization’s design? Why?

>What are some of the downsides to the option you will tend to support?

>What are the advantages to supporting flatter organizations?

>In what ways do employees commonly resist change and what can your organization do to establish a culture that is more accepting of change?

>What can your organization do about overt and covert resistance to change?

Answer 1

>Given that the organization realizes it needs to be more adaptive to change, would you tend to recommend more mechanical or a more organic model for your organization’s design? Why?

I would recommend an organic model for the organization design. The organic model of organizations design is a flat organization with horizontal communication. Knowledge is divided and assigned according to the skill sets required for the task. Decision-making is decentralized and there is a lot of formal and informal participation in the decision-making process. It is good for change management and the organization is more flexible and can adapt according to the business requirements. A good example of an organic model is Google. These organization on ensuring a happy employee which is the basis for a successful organization. It encourages democracy in the decision making and managing the business.

>What are some of the downsides to the option you will tend to support?

The downside or negatives are that the organization has no boundaries. The decision-making can be motivated by greed and selfishness instead of corporate goals. The rules and regulations will be ever changing and could lead to a lack of discipline and misuse of the flexibility at the workplace.

There is no motivation to follow the directives of the senior management. The senior managers are not seen as bosses and if the leader tries to implement change, he could face a lot of resistance. The empowered employees perceive themselves as equal to their management and do not like take orders.

Lastly, it could lead to conflict between departments who are seen as autonomous and will have their self-assigned priorities and goals. The broader organization goals might get lost. There could also be a lack of communication between the departments as there is no leader to control the business process.

>What are the advantages to supporting flatter organizations?

The key advantages of a flat organization are quick decision making. A democratic decision-making process whereby everybody can give their feedback making the team feel involved. Secondly, the business can quickly adapt to business needs and market demands. Thirdly, the organization has better teamwork and all people work in groups. There is active and free-flowing communication across the organization creating a happier work environment. The organization is better managed and has a democratic method of decision making.

>In what ways do employees commonly resist change and what can your organization do to establish a culture that is more accepting of change?

The employees are included in the decision-making process and would resistant changes to the system which puts them under more pressure. It could result in a conflict in the workplace. The senior management is not involved in day-to-day activities and is not perceived as bosses. Any changes implemented would seem like threatening the flexible framework of the organization. The employees would not like changes in rules, which require more streamlined processes and impact their working hours or other freedom related to their jobs. The organization can change the culture by creating a broader framework of rules and regulation which have to follow by all. Certain rules should be mentioned as fixed and can be changed only by senior management and has to follow by all.