Organization Orientation to Change Based on Seismic and Kaizen Concepts

Kaizen change and the work of Dr. Ashby

In my organization, management has embraced the most sophisticated managerial skills available in the world market. In the aspect of change, the Kaizen method of dealing with change is most preferred. It implies the gradual improvement of managerial skills. This involves the participation of all the employees. Their views and thoughts are considered and the decision made is based on them. For instance, I work in the marketing department, where all the employees are informed of the latest changes concerning the company and the departmental changes, which would affect their performance indefinitely. New marketing strategies are passed on to the lowest level in the organizations. As a result, the company expenditure has lowered with the kaizen application. The management is in less bombardment with the labor rights commission.

The employees’ general welfare is as per the organization’s requirements thus maximum output. There is team building and peaceful co-relation among the employees. The marketing manager had the option of applying one of two marketing skills to his employees. She then started a debate where all the employees in the department participated. It was found that most employees preferred analytical application to a systematic approach where the options were rigid (Manos 45).

How Dr. Ashby would “label” my organization

In a managerial approach, my organization is keen on recognizing the new managerial skills, considering all the departments. This has resulted in continuous research and communication with competing markets. Dr. Ashby a professional in management, would rate it as a high-performing organization. This is because all employees are active and interested in management participation. They contribute to decision-making and general business welfare. He says and I quote, any corporate cultures are in fact unhealthy and they stifle people–inhibiting creative, dynamic performance. To remain productive and profitable, organizations may need to “fix” their cultures (Beaudin 12).

How I would personally respond to change

Most employees are likely to oppose the change in their organization. This is due to a wrong or insufficient approach by the management to apply to the employees. The planning process involves identifying a target, setting objectives, and ensuring each department is functioning to the set standards. As the departmental head, I am of essence to any change concerning the organization. Change is a gradual process that has an impact on the output of any organization (Worley & Lawler 67-9). Procedural planning and implementation are where the set objectives require the concerned leader to identify a department and issue commands as to what to do, how to do it, and when to do it. Evaluating is the final analysis played by the manager. He analyses to make sure the estimated results are achieved. The employees’ concerns are put into consideration and productive capacity compared to the competing organizations or the former production levels. This would determine whether the impact is positive or negative. There are types of change, ranging from; cultural change, social change, economic change, and changes in CSR (Community Social Responsibility).

The cultural change would mean a shift of business; this requires a set of options for instance business ideas. Social change implies the change in consumer preference, thus requiring a business to have a wide variety of products (Head 112). Economic change on the other hand affects both the external and internal business environment. This would mean that the organization cut on its spending patterns. Change to an individual requires mentally accepting, getting accustomed, and maximizing production levels (Hay 56-9)

Individuals respond depending on whether the change is negative or positive. For instance in this recent economic crisis I as an employee, I’m required to spend on the budgeted amount handed to me and increase production. In dealing with consumer preference, a positive attitude and sophisticated methods of marketing need to be applied. Playing a role in community development is an essential and effective way of winning appreciation consumer appreciation. I would opt for a diversion in the organization’s role play so as to be recognized and survive in the society and the market respectively (Trifu Cezar-Ioan 43).

How I can prepare myself to meet the reality of change

Change is a continuing process of improvement. It involves ways of embarking on new and more effective methods so as to beat the competition, market increase production, and lessen expenditure. An individual is required to acknowledge himself of the occurred change, equipping oneself with the plans, strategies, and objectives in case of change. One should be aware of his/her competitor that is, knowing the weakness and strengths. The aim should be on improving the competitors’ production ways. Finally, it’s important to know the current activities and issues concerning your organization.

Works Cited

Beaudan, Eadan. Making changes last: How to get beyond change fatigue: Ivey Business Journal. Web.

Hay, Graham. New partners for strategic change and organizational transformation: The combined effects of market research and organization development. Organization Development Journal, 24(4), 55-61. Web.

Head, Tricia Charlotte. Strategic organization development: A failure of true organization development. Organization Development Journal, 24(4), 21-28. Web.

Manos, Andrew. (2007). The benefits of Kaizen and Kaizen Events. Web.

Trifu Cezar-Ioan. The mechanism of induced seismicity. Boston: Birkhäuser, 2002.

Worley, C. Grant. & Lawler, E. Edward. Designing organizations that are built. 2009, Web.

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