They wanted to continue to grow by entering new markets. In addition, their wish was to transform the company into an enabler of worldwide commerce. 2.2 Challenges faced by UPS and drivers of organizational change. In order to stay flourishing in the time of unprecedented change the company should state clearly its problems and implement organizational development techniques.
As important as it can be to see an organization financially grow, it is equally important to understand the needs and desires of employees. Creating a culture rich of motivation and unification can offer significant success for an organization. As change can bring confusion, concern, and conflict, it is important to openly communicate with employees to ensure they remain involved during modifications. Additionally, continue to show interest and address concerns as they arise. Factors That Hinder Change Management Successful change starts with employees, while failures and conflict can be initiated by the unwillingness to adapt to change.
Increasing globalization requires more interaction among people from diverse cultures, beliefs, and backgrounds than ever before. People no longer live and work in an insular marketplace; they are now part of a worldwide economy with competition coming from nearly every continent. For this reason, organizations need diversity to become more creative and open to change. Therefore maximizing and capitalizing on workplace diversity has become an important issue for management today. Companies need to focus on diversity and look for ways to become totally inclusive organizations because diversity has the potential of yielding greater productivity and competitive advantages.
But today, globalisation has changed the work environment, the way we work and has increased the cultural differences. Today’s leaders must work with a diverse workforce and also ensure good relationships with clients, suppliers and colleagues from around the world. The leaders must be aware that the culture varies from person to person. In order to understand the cultural differences that exists among the teams or employees in an organisation, the leader may have study the group on the basis of the certain parameters such as a. Communication-
Furthermore, this framework contributes more communication and cooperation among stakeholders, the ultimate benefit is to keep crucial information security within the organization, reduce information costs, drives cross-functional processes, avoid unintentional risk and achieve the goals of the organisations. The IGRM aims to promote IG adoption, more communication of among different IG stakeholder within the organisation. Furthermore, it contributes provides practices framework for IG to promote the use of IG in the big data challenges. This framework provided critical interrelationships and unified governance.
As more organisations apply the strategy of using projects to deliver high quality products and services, the demand for project managers grows. Furthermore, the success of project-oriented organisations depends greatly on the performance of their project managers (Crawford, Hobbs & Turner, 2005). These organisations need to develop effective project managers in order to achieve high project performance and thus project success (Anbari, Bredillet, Huemann, Turner, 2010; Papke-Shields, Beise, Quan, 2010). Gary Yukl (2006:8) defines leadership as “the process of influencing others to understand and agree about what needs to be done and how to do it and the process of facilitating individual and collective efforts to accomplish shared objectives”.
On the one hand, it is a vital catalytic role in nudging the business adheres to ethics, integrity, and transparency. On the other hand, it may also provoke the company into taking a tough line on certain issue. Taken together, business and its stakeholders are increasingly interdependent nowadays. For any enterprise, it is essential to be more considerate to its stakeholders' needs and wishes, by adapting to modern society along with look after the business performance from economic, political and environmental perspectives. For various stakeholders, problems take time to find solutions when
Companies want to have a competitive edge over others in the business. Global Communications is at point, where they need to make some changes to their organizational structure to remain competitive in the market. The new approach of Global Communications will bring astonishing opportunity for growth in the industry however ethical dilemmas and issues will arise when the company implements the new plans. This paper will evaluate the issues and opportunities facing Global Communications in their goal to become a global leader in the industry. First a look at the situation Global Communications is facing to better understand opportunities and issues.
However, this technological advancement makes the organization transit with a lot of uncertainty and insecurity. This is because these changes require the organizations to respond to a number of challenges in order to adapt new changes flexibly and at the same time maintaining the identity, goal, and integrity of the organization (Sturdy, Schwarz and Spicer, 2006). In addition, the uncertainty and insecurity can be attributed to the fact that the changes are triggered by different factors that affect different internal and external operations, thus, transition can take different forms and patterns. However, the continued changes in an organization create a constant mentality and a sense of familiarity in employees of an organization. This enables an organization to view transition as an opportunity and room for development and innovation.
With the rapid changes of technologies environment, organizations have to continually redefine their product offerings if they want to stay ahead in the competitive race. Realizing that, implementing successful knowledge management becomes a vital issue in many organizations and it’s able to attract attention from both academicians and practitioners. There are various definition used to describe knowledge management and its processes. Gupta, Iyer and Aronson (2000) defined knowledge management as process that helps organizations to find, select, organize, disseminate, and transfer important information and expertise essential for activities such as problem solving, dynamic learning, strategic planning and decision making. As stated by McCampbell, Clare and Gitters (1999) taken from Manasco (1996), define knowledge management as the strategies and processes of identifying, capturing and leveraging knowledge to enhance competitiveness.