Unlocking Zk's Potential: A Kumon Journey
2 months ago
Wednesday, January 28, 2009
Organizational Change
Based on the data I have gathered, among the four types of organizational change, the most radical type is paradigm shifts. The most common is automation and also the easiest. Automation and rationalization of procedures are slow moving and slow changing strategies. These two types of change carry low rewards but offer little risk. In contrast, business reengineering and paradigm shifts are faster; carry high rewards but offer high chances of failure.
Change is constant. Many have changed for the better but others are for worse. Others choose to be adaptive than to be predictive because they have this thought that not all things can be predicted. And it is all because life is a constant change. But for me, I am not really into adaptive side; I choose to be predictive rather. Change makes me nervous at times and I am not that person who can easily adapt but not quite long which is I know wrong but still I am working on it.
To understand each type and to know the reason why paradigm shifts the most radical type let us first define each of them. Automation deals with the use of Information Technology (IT) in order to speed up the process of a certain task. Rationalization of procedures is the reformation of operating procedures, removal of bottlenecks to make the operating procedures of the organization more efficient. Business reengineering is the redesigning of the business processes to improve measure of performance while paradigm shifts is the re-conceptualization or change of the nature of the business and the organization itself.
Talking about paradigm shifts as the most radical type of change, organizations could have major disruption when it is done. Although we could say that it is very dangerous because it talks about extreme change and taking high risk but still many of the organizations use it and also business reengineering. Why extreme change? As defined above, it is because it deals with changing the very nature of the business, the structure of the organization and it also deals with new products or services. Same as other individuals, organizations use paradigm shifts as their strategy to change in order to stay competitive. I have read from an article that because of the global economic pressure, organizations realized that they have to take on the challenges to meet the demands of their shareholders.
All types of change could give an organization a disruption but in two most common types – the automation and rationalization of procedures, usually, it can be managed. For the rest, especially the highly disruptive, most dangerous and most radical type of change which is paradigm shifting, it needs a lot of care and should be done well. And if done well, it can give tremendous rewards.
References:
http://www.santarosa.edu/~ssarkar/cs66fl06/ch14notes.htm
Change is constant. Many have changed for the better but others are for worse. Others choose to be adaptive than to be predictive because they have this thought that not all things can be predicted. And it is all because life is a constant change. But for me, I am not really into adaptive side; I choose to be predictive rather. Change makes me nervous at times and I am not that person who can easily adapt but not quite long which is I know wrong but still I am working on it.
To understand each type and to know the reason why paradigm shifts the most radical type let us first define each of them. Automation deals with the use of Information Technology (IT) in order to speed up the process of a certain task. Rationalization of procedures is the reformation of operating procedures, removal of bottlenecks to make the operating procedures of the organization more efficient. Business reengineering is the redesigning of the business processes to improve measure of performance while paradigm shifts is the re-conceptualization or change of the nature of the business and the organization itself.
Talking about paradigm shifts as the most radical type of change, organizations could have major disruption when it is done. Although we could say that it is very dangerous because it talks about extreme change and taking high risk but still many of the organizations use it and also business reengineering. Why extreme change? As defined above, it is because it deals with changing the very nature of the business, the structure of the organization and it also deals with new products or services. Same as other individuals, organizations use paradigm shifts as their strategy to change in order to stay competitive. I have read from an article that because of the global economic pressure, organizations realized that they have to take on the challenges to meet the demands of their shareholders.
All types of change could give an organization a disruption but in two most common types – the automation and rationalization of procedures, usually, it can be managed. For the rest, especially the highly disruptive, most dangerous and most radical type of change which is paradigm shifting, it needs a lot of care and should be done well. And if done well, it can give tremendous rewards.
References:
http://www.santarosa.edu/~ssarkar/cs66fl06/ch14notes.htm
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