- Management Technical Services
- Various factors lend to Organization change at Boston. One of these factors was to help minimize the gap between the top management officials and other subordinate members of the institution. This would enhance productivity of the daily obligations carried out by all the stakeholders. The change would also ensure that there is an upgrade in the effort of ensuring there is improvement in the quality and cost effectiveness in all services offered to customers. The other main purpose of the organizational change was to provide an intellectual introduction that would help all the stakeholders to have a new view of organization's operations. This means that the stakeholders would have the opportunity to understand, learn more about information and knowledge about various applications of organization change within all business structures. The other need of organization change at Boston was to create a strategic approach with the aim of help customers improve and sustain their business performance (Cummings & Worley, 2009).
- Advantages of Boston Organization change
- The organization change at Boston had a number of advantages. One of the advantages was that the change offered an existing career path that would enhance a number of opportunities within the organization. This was a perfect way of enhancing productivity and generation of more financial gains within the organization. The other advantage is that change made all the stakeholders in the organization understand clearly the relationship between risk and performance improvement (Cummings & Worley, 2009). This was possible after the organization managed to apply its potential knowledge in order to help all its clients achieve their business objectives. The advantage of the change is that it made the organization to minimize the occurrence of losses. The organization managed to meet its entire financial goal after making the change. This is because it was able to identify the potential risks that could easily lead it to making loses (Cummings & Worley, 2009).
- Another advantage of organization change at Boston is that the institution was able to employ the right mechanism of information technology application in its business operations. This is because information technology is the main potential driving energy that enhances organization change. When an organization experiences a business landscape change in response to different current issues, the management tends to adopt information technology. One of the main reasons of choosing this strategy is to make sure that there is an improvement in business processes. This improvement entails making of proper business operations and cutting the potential operational costs. After an organization manages to perform this obligation, there is a high possibility of increasing profitability. Boston enjoyed this advantage after making organization change (Jackson, Forest & Sengupta, 2008).
- Disadvantages of Boston Organization change
- Change in the institution failed to demonstrate that it would be able to make the required economic value in times of tough financial periods. This means that the internal consulting group of the institution is weak and likely to make reductions and reassignments when financial situations become worse (Jackson, Forest & Sengupta, 2008). The other disadvantage is that organization change encourages globalization. This occurs especially after the application of information technology while making the changes. Various negative consequences of globalization were eligible of affecting the organization after the change. Some of these consequences included affecting the organization’s strategy in which it uses to carry out various missions that lead to income generation (Jackson, Forest & Sengupta, 2008).
- Another disadvantage of Boston organization change is that the managers tried to bring all the stakeholders on-board. This resulted to be a disadvantage because not everyone in the organization managed to agree with new rules and regulations made because of change. The managers of the organization managed to invest so much effort in making a number of employees who ought to be hard-core resisters to accept change. The organization ended-up using much of its resources that would have been useful in other parts that would enhance positive organization change. The other disadvantage is that the management of the organization was not able to maintain stakeholder’s consultation (Jackson, Forest & Sengupta, 2008). This is after confusing it with change management. The managers have the obligation of making sure that stakeholders hold the same position of expert resources even after the occurrence of organizational change.
- Change management issues that Boston faced
- Some of the management issues that Boston faced include the failure to employ the right initiatives that would enhance productivity. The management failed to enhance a performance dashboard that would help the organization achieve its strategic goals in order to make more incomes. The other issue is that the management was not able to identify potential risks that contributed to the organization make many lose. This contributed to the organization failure in delivering the recommended services to potential customers. The management of the organization was also not able to employ the potential resources in the right way in order to generate the recommended profit. This contributed to the need of making a change in the management system in order to achieve the intended objectives (Spelman, 2006).
- The other problem faced by the management of Boston is the need to maintain a competitive advantage in the market system. The global economic climates lend the organization to make the decision of having a change in the management system. This is because corporate culture is one of the responsibilities that the organization had the obligation to adhere. The reason for this is that it is important in making every organization succeed in business operations. The other issue is that the management failed to make necessary plans that would enhance more profit making in the organization. The management failed to offer the right strategic management that would contribute in helping the organization to generate more income at the end of every financial year (Spelman, 2006).
- How Boston can encourage Cisco employees to think about the greater good of the enterprise without losing the entrepreneurial drive
- Boston has the opportunity of encouraging Cisco employees in various ways. One of this ways is that the organization shows the positive side of encouraging change in its management system. This is because the main purpose of having organization change is to encourage positive shifting of business directions. Making of a positive organization change is a source of encouragement. This is because change is source of live that makes an organization to survive. The other source of encouragement is the organization’s ability to implement change in order to ensure continuity of survival. This means that Cisco employees will have an opportunity to think the benefits of having a greater enterprise. One of these benefits is that there will be improved competitiveness in all its operation. The other tangible advantage that Cisco employees would experience is better financial performance in the organization. Moreover, the employees have the advantage of experiencing the higher levels of customers’ satisfaction. The other way that Boston would encourage Cisco employees is to ensure continuity of positive operations. This means that the employees will be look at the successful operations of Boston to be their mentor at all times (Jackson, Forest & Sengupta, 2008).
- Summary of the Key Points
- Boston has the obligation of making sure that it enhances use of information technology tools in order to comply with nowadays business strategies (Spelman, 2006). This will help the organization to cope up with the changing environment. The institution will also be making strategic advancement after being able to achieve the correct changes in relation to information technology. In order to be able to manage information technology, the organization has an obligation of making strategic changes. This means that after making the appropriate changes, the organization will be able to enhance the application of software related to information technology (Spelman, 2006).
- Application of change in the management of Boston will make the organization eligible to achieve the four basic targets of communication. The application of change will also enhance the organization to make the correct planning and architecture system. This will contribute in making more profits enhancing continuity of business operations in the organization. Change in the management of the organization will enhance application of effective communication. This will contribute in making all the operations in the organization to run smoothly and create a proper relationship among all the members of the organization. Application of information technology tools because of effective change will contribute in the creation of positive attention to the organization (Spelman, 2006). This will encourage more customers and therefore create more profits.
- References
- Cummings, T. G., & Worley, C. G. (2009). Organization development & change. Australia: South-Western/Cengage Learning.
- Jackson, J., Forest, B., & Sengupta, R. (2008). Agent-Based Simulation of Urban Residential Dynamics and Land Rent Change in a Gentrifying Area of Boston. Transactions In GIS, 12(4), 475-491.
- Spelman, D. (2006). Sustaining a Long-Term Diversity Change Initiative: Lessons from a Business University. Diversity Factor, 14(4), 19.
1476 Words 5 Pages
