Strengths and Weaknesses of Bureaucracy

Strengths and help littlenesses of BureaucracyThe advent of 21st ampere-second, the global economy has dramatic completelyy undergone heightens. Developed and emerging economies be converging to one gigantic global economy this has directly impacted the commercees compelling organisations around the humans to agonistic at the international level. The protection racing shell enjoyed by the organisations behind a closed economy earlier under the cloak of the government restricting entry for foreign players atomic number 18 getting slimmer all(prenominal) year. Consequently, organisations have to compete in their home country against MNC with vast re commencements, and search for opportunities elsewhere.However, there ar numerous oppositewise factors which have influenced organisation world liberal to reconsider their strategies in the wake of the ever-changing global business dynamics. Free trade area agreements, creation of trading blocs such as the European Union, co nspiracy East Asian countries (ASEAN) and other similar existing and ones which are still under consideration have immensely pressurized companies, and exposed them to the competition. The competitive and comparative advant historic periods enjoyed by these organisations earlier are now threatened by the new foreign entrants. As a result to survive and grow in the 21st century most organisations either adapted or withered away to the changing conditions. The ones which survived the sinewy wave of forced adaption have learned their lessons that transmit is a incessant factor in the global business environment, and being reflexive and adaptive is the only way out.Technological innovation is another diorama that has influenced transfer in the organisation. Technology is evolving at a rapid pace warranting organisation to absorb the agitates at the same speed. Other influential factors Intensity of international competition armorial bearing of tell competitors in all key inter national markets internationalization of product standards stronger push by international bodies such as the world Trade shaping (WTO), International Monetary Fund (IMF) increasing level of international trade between countries increase in Intra-firm trade Technological intensity. At the establishmental level, there is continuous pressure to perform in the new business economy factors such as availability of scarce resources, Value Added Activities, presences of Propriety Technologies, Management Skills , market Skills, creation of strong brand equities, Production know-how , achieving economies of scale , productive capability and presence of low labour costs centres(India , Chain and etc.) and many others.1.b Strengths and Weaknesses of bureaucratic organizationsbureaucratic organizations functions well and are suitable for environments which are stable in nature and involve routine tasks and minimal technological changes. A Bureaucratic organisational structure is very much centralized they have a assimilate, well delineate vertical hierarchy of command, chest and chain of control. Productivity and efficiency are fall upond through standardization of processes. strain is given to specialization of processes and is most very much formalized. As a result of these factors, the tasks in a bureaucratic organisation often results in rigidly defined jobs, process , applications of technology leaving very less or often no space for creativeness or innovative inputs into the system. Since every tasks, process are predetermined and predictable by strict standard operating procedures, the system resemble a machine (Max weber, 1978, cited in Beetham, 1996).According to Max Weber (1978), Strengths and Weakness of a bureaucratic organisation are as followsStrengthsStrict rules and regulation regarding litigate , behaviour and employee code of conductImpersonal orientationspecific arena of competenceContinuity in uniformity of operationsLess impact of any cha nges to the organizational structure or counsellingRational allocation of tasks form of labor based on various specialized functionsMembership constitutes a careerPromotions are usually based on experience and technical acquaintance and competencequalifications testedlimited discretion of officerslegally based tenureEducational and technical qualifies are tested periodicallyPrescribed chain of authority and legal compliancesWeaknessesVery less or often no space for creativeness or innovative inputs into the systemHighly rigid conclusiveness devising system. Participation is based on defined authority at that place is a severe lack of empathy or rationality.The origination is extremely regulated by rope rules and regulations.Productivity and efficiency are achieved through standardization of processesRigidly defined jobs, process , applications of technologySlow reaction to unexpected crisisBureaucratic organizational spirit up is not suitable for industry or companies which a re under great pressure to perform and compete in the market.Neglecting group thinking and initiatives1. c Alternative forms of organizational developmentOrganisation development is a planned intercession. The primary intention of OD is to improve the live organisational functions to create a strong foundation for strengthens work towards reducing weakness address threats arising due to various factors influencing the business internally or externally to mitigate risk or at least reduce the exposure or damage, and all these ultimately results to reflect the changing business environment. There are multitudes of intervening areas within the organisation warranting intervention on regular bases, and also at times of contingencies or unexpected crisis. Organisation intending for a higher level of changes often adopt a entire range of interventions. This would also include aspects such as the transformation of employee behaviour and attitudes to towards their roles responsibilitie s and in general, towards the organisational boarder objectives. On the other hand, partial attempt in change wariness would result in organisational level failures. Subsequently, operating policies, personal policies, management structures and organisational skills sets would fall short of it expectations. Typically, organization development programs will implement multiple interventions simultaneously. There are various methods / types of organization development interventions considered for change management structural interventions, third party peace-making interventions, Intergroup team building interventions, process chitchatation interventions, forced vault of heaven analysis Kurt Lewin, Team interventions, and process consultation interventions.Structural Interventions It is also known as techno structural interventions and mainly focuses on changes in tasks, organisational structure, technological processes, quality circles, TQM, restructuring and work/job design.Interg roup team building interventions These interventions advocate in the gain of intergroup relations between work teams, facilitate effective communication. The steps involved are OD practitioner meets the group leaders and study their requirements. Groups meet separately and encourage noting down about perceptions, related problems, attitude towards each(prenominal) other. This also involves group anticipating each others expectations. This process helps in improving interaction between individuals and groups find solution to unresolved problems and minimize the communication gap.Team Building interventions These interventions are focused on improving team organizational processes, Task accomplishment, Problem diagnosis and establishing strong team relationships. The process involves analysing the purpose of teams existence, objectives and team preparation for task accomplishment.Human Resources management interventions involves employee performance and assessment management, emplo yee wellness and reward systems, organisational diversity management and many others.Third party peace-making Interventions various methods and techniques are used , such as the foeman technique, Insist on exploring possible solutions, Efforts to overcome negative feeling, solving interpersonal conflict Differentiation phase understand differences of perspectives , Integration phase sharing of stick upive feelings and thoughts.Other intervention areas are team building, self-designing organizations, facilitating, organizational restructuring, conflict management, training, coaching, and organizational transformation, cultural change and strategic management. see Stakeholders in My Chosen OrganisationMy elect organisation for Change Management impact is a local grocery supermarket located in Bangalore, India. It was founded in the year 2001. Initially the sell store supplied only stationery and foods items however, over the years, more products were added to their portfolio. T oday, the retail store known as Naveen Supermarket has range of products such as house hold goods, food items, electronic items among other products commonly found in general grocery stores. Naveen Supermarket has about 20 to 25 employee working in different shifts around the clock. The employees are divided into trey main sections, the source group manages the supermarket floor, the second group is engaged with the stock management, and the third group manages telephone orders and delivery system. The supermarket store is situated in a convenient location, surrounded by huge residential complex, transportation points and also major educational and business institutions. Since its inception as a small retail store in 2001, it has now grown into a busy 24 / 7 store serving over 5000 customers every week.From the last few years, world economy has seen a dramatic change in its location. While Naveen supermarket experienced exponential growth, it also faces increasing competition fro m new entrants especially, large supermarkets, transforming the market into highly competitive business. The usual old ways of attracting and retaining customers have been found ineffective, and consequently, the supermarket is seriously planning to have a major overhaul in the organisational structure, and also business functions to reflect the changing conditions in the market. Change in demographic profile of the surrounding population has also mandated changes including the product portfolio to accommodate multi-cultural food products, different age group especially increasing student and higher working class population.Apart from this, the management of the supermarket is also envisioning of opening similar stores in other locations in Bangalore. Bangalore is known as the second silicon valley of the world, and emerging as one of the major metropolitan city in India, consequently, today the city has adapted a culture similar to other major cities around world attributed by fas t moving busy life style.OpportunityA study done by Davies (2001), point out that food customers in UK are not evoke to cook food in their kitchen. The quote of Davies give tongue to Food manufactures should address the need of this fast moving, time starved generation. This keep be done by making branded and own label products that fits the changing lifestyle of new era family. Speed is required while preparing food as there is no time to cook. Healthy and convenient food is in demand. The similar trend is rising in India as well. So Naveen Supermarket has the tremendous opportunities to expand their chain across India.Analysis of the type of Change Company is initiatingThe organization is going to have recent development of the operating(a) change consists of the operational modifications will change the techniques of on-going operations of the company, like the automation of the various operational processes. The operational changes would help Naveen supermarket in improvement in supply chain management practices, increase in revenue, improvement in quality of service and products by applying sum total quality management and Kaizen systems for continuous improvements. The main aim of implementing to have cost-cut in long run and achieve competitive edge in the higher competitive market conditions. The change proposed for the automation of transaction and operational activity will also lead to quick decision making and helps in the analysis of current situation.Now, these four different types of changes as per consultant David A. Nadler and management professor Michael L. Tushman together developed an instructive topology of organization change as shown in the plat shown below. (Kreitner, 2007)Four types of organization change topologyIncrementalStrategicAnticipatoryTuningRe-orientationReactiveAdaptionRe-CreationBased on this impersonate shown in in a higher place table, the company is doing Re-creational change. The change is reactive in the sense the company is growing and wants to optimize the operational activities by taking advantage of automation and changing strategic vision of company.Changes Appropriate for Naveen supermarket.1. Provide quality in its product and services focusing on improve personalized dispositions improve the order placing and delivery mechanics including online platform.2. Aggressively market by introducing various promotional offer to match other competitors especially MNC.3. Control operating costs thereby saving could be too transferred to the customer as increased services or price reduction, and thus building a strong competitive advantage over the time.4. go into professionals in the field retail management, so as represent a fair mix of talents in the organisation representing wide background.2. B Analysis of models for stakeholder netStakeholder engagement models and its analysis/applicationStakeholder AnalysisStakeholder Analysis and Stakeholder Management are the important aspects of Chan ge Management Process to garner support for change in the organization. This technique mickle be used to identify the key areas of change, and affected persons in the executing of the change. Stakeholders are an important asset to the organisation, and therefore its imperative to consult the stakeholder prior to the implementation of change to achieve the desired outcome. Disagreement or partial commitment would jeopardize the entire project, eventually, resulting in unwanted conflicts and disagreement. The stakeholder analysis hammer would assist Naveen Supermarket to comprehend and gain an early support from the stakeholders especially the influential ones. This requires that the management educate the stakeholder on the transpiring conditions that the business is surrounded with, which lead to the decision of undertaking change management in the organisation. The stakeholders should clearly be explained about the consequences of both options considering and not considering c hange in the short and long run. Winning the support of the influential stakeholders, and eventually others is the key to the successful implementation of change.The key stakeholders of Naveen Supermarket areManagementStaffCustomersSuppliersInvestorsGovernmentMunicipal corporationCommunity (General Public)The following questions can provide an understating about the key stakeholders thoughtsWhat is expectation in terms of monetary or emotional? Optimistic or destructive?What is the key inspirational aspect of the project to them?What facts are they looking for?What is the most effective way to communicate the message to them?What steps are required in the management of their objections and opposition?Creating a platform for effective communication with the stakeholders would yield their exact thoughts and feelings of the project, and would change how much of the support it can gather eventually. In case of objections, what step needs to be taken to turn around the objections into c onstructive support need to consider?This process can start with establishing an effective communication system, tailoring the information or message to suit the end receivers. Organise training programs, consult and include the stakeholders according to the proportion of their interests in the new development.Stakeholder mapping is a powerful motherfucker allows a quickly analysis of the stakeholders impact, and how to improve the support system. (SVQ, 2007).Stakeholders mappingStakeholder mapping matrix (MayersVermeulen, 2003)A- Key PlayersManagementEmployeesSuppliersB- find SatisfiedGovernmentLocal councilsC- Keep InformedCustomersInvestorD- Minimal EffortCommunityHigh Interest LowHIGHPowerLOWHigh power, highly interested Stakeholders These key players should be actively engaged in the project and more safaris should be put to satisfy their curiosity and requirements in the project.High power, less interested Stakeholders Keep them interested however avoid over indulgence.Low power, highly interested Stakeholders These players should be kept informed regularly about the developments of the project. though they constitute low in the power play matrix, their collective number or size has immense influence on the project.Low power, less interested Stakeholders They dont have direct impact however, they form the part of the entire system and therefore would require their inclusion in a constructive manner.Task 33A Change models appropriate for my chosen organisation.CHANGE MANAGEMENT MODELSThere are many models of change management such as Learning organization nuzzle (LOA), Hope and Hope theory of competition in the third wave, the Kaizen approach to improve the quality of service, Business process re-engineering (BPR), de-layering, downsizing etc.Business Process Re-engineering (BPR)BPR is one of the important steps prior to the implementation of ERP in an organisation. Basically BPR is the fundamental reconsideration of the organisational processes and i nvolves basis thinking. It helps the organisational to improve various business operations dramatically so as to achieve excellence in customer services, reduce operating costs, and transform itself into a global competitor.BPR according to Hammer and Champy (1993), the fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in critical contemporary measures of performance, such as cost, quality, service, and speed. The greatest approach to implement change is to understand that change is the only constant in the dynamic business environment and embracing it is the key to survival and future growth. BPR is a methodical training process to enable companies to conduct feasibility evaluation for managing vibrant change. (Erpwire, 2010)John Kotters 8 step change modelKotter (2002) describes a methodical process to change management. Kotter suggests that for change to be successful, at least 3 /4 of the companys management need to embrace the change factor positively.The Kotters 8 step change model illustrated with a diagram in the context the supermarket.Identify short priorities and set achievable objectivesFocus on accomplished and future milestones.Strengthen the importance of fruitful change via employment, promotion, and intertwine change into the organisational culture.Construct the regulatory teamRepeatedly and robustly with the stakeholdersEstablish a simple vision and strategy within the team.Inspire people to move bring home the bacon positive feedback and tons of backing from leaders reward and recognize improvement and accomplishments.8. Make change stick7. Build on the change6. Create the short-run wins3. Create visualization for change2. Construct the regulatory team1. Increase urgency4. Communicate the passel5. Remove ObstaclesKotters 8 step change modelKotters 8 step Change model, Source www.Leadershiphub.com3.b Implementation of change model in my chosen organisationIn my opinion, Kotters model woul d the purpose of implementing the change management to achieve desirable results for Naveen Supermarket.According the model followings steps need to be undertakenCreate the sense of Urgency Step OneSense of urgency should be created among the stakeholders especially ones with most influence on the Naveen supermarkets business. This would include the shareholders primarily, employees, customer and other as deemed fit into the system for the change management.Form a Powerful nuclear fusion reaction Step TwoNaveen supermarket must create effective leadership platform to implement and monitor change in the organisation. This requires coalition and support with key employees who can initiate and control and monitor the change process through its life.Create a Vision for Change Step ThreeTo get employee and other stakeholders participating actively, Naveen supermarket should have clear and transparent, comprehendible vision about the change and its implications. Otherwise the enthusi asm would fade slowly from the epicentre of the core activities of the change management as it moves away and as time pass by. This would require that the leader regularly reinstate the vision to the employee to keep them altered of its progress and active involvement.Communicate the Vision Step FourNaveen supermarket should communicate the vision to the participants effectively through various channels such as media, training programs, organisational announcements. The more the emphasis on the key points in the vision the better the influence of it on the stakeholders. The vision should be comprehensive, cover every operations of the business that need change, influence and motivate the employee to be part of the change management.Remove Obstacles Step FiveThere are likely chances of obstacles crippling into the implementation process very often. However, the organisation should remained focused on the key action plans, closely monitor, get regular feedback and undertake any nece ssary actions required to adjust to the changing factors of the environment. Obstacles can come from internal source or external. Naveen supermarket should take speedy actions to restore the plan on its due course of execution. Obstacles that can be removed should be eliminated, others which tend to remain and deep rooted must be accommodated without actually diluting the vision or jeopardizing the actions plans.Create Short-term Wins Step SixThe Naveen Supermarket store must identify tasks, which can be accomplished easily. The results achieved would encourage further involvement and motivate others to join the parkway whole- heartedly. Proper compensation and reward system should be built in the change management process. Employee who contributed considerably should be recognized and rewarded accordingly, thereby, setting an example of the personal benefits from its involvement. Short term achievement should be communicated effectively to the stakeholders to keep them intereste d.Build on the Change Step SevenThis is one of the important steps. Naveen supermarket should build on the change, evaluate every winning factor and leverage on it. Failures should be identify and corrective steps need to be taken, so as to avoid similar failures in the future. Success got at this stage should not be sham as the final victory rather, it must enable deep thinking, and serve as input to the next stage of change management after all change management is a continuous process.Anchor the Changes in Corporate Culture Step EightIn a long and continuous effort of change management, the process should eventually be observed into the main stream culture of the organisation. For changes to be a part and parcel of the organisational culture, the leaders should regularly ready and create awareness about the existence of the change management that is deeply rooted in every organisational activity. The perception of change management should become an inwrought part of the orga nisational culture in a long run this in turn would create a platform and facilitate any major undertaking in the future.Desirable Outcomes of Change ProgramThe change management would eventually yield desirable outcome if it is undertaken constructively and effectively throughout its various implementation phase by the Naveen supermarket management. The three key areas of noticeable changes areOperational changesThe operational changes would help Naveen supermarket to improve various business operations. The changes should result in ample improvement in the near future in the online orders and delivery mechanism which it is planning to launch very soon, floor management, supply chain management practices, improvement in quality of service and products , employee performance, reduction in operating cost resulting in increased revenue generation.Strategic changesChanges in the areas will give clear vision and direction to all the stakeholders of Naveen Supermarket. In a long run it will create value and ethos that is conducive for achieving growth and increase performance.Cultural changesKey values and ethics in business operations created along during the process of the changes would be imbibed into the organisational culture. It would serve as motivation and sense of purpose for the employees and other stakeholders to achieve and contribute to the organisational goals. The success achieved would drive home a message that, organisation to survive and grown in the highly competitive business environment mandates change, and the stakeholder, especially, the employee are the agents and catalyst to the change management process. In a long run the process would reflect that organisational culture is based on change management ism for success.ConclusionThe change in organization generally also brings several issues. To make the change process a success it requires a lot of effort from the change leader. The change management model chosen by company needs to be tho roughly monitored and implemented. It is also measure and controls the success of the change process. Changes often result in individuals taking on greater responsibilities, prepare, performing new tasks and developing new skills and new ways of working. Individuals are taken out of the puff of air zone they have operated in for some time. The anxiety and tense that can be caused if the process is not well managed will manifest itself in shelter to change. Greater degree of consultation and worker participation, both in the development of the strategic vision and the implementation of change, should increase ownership, thus reducing anxiety and stress that often drives resistance to change. Failure in most change processes can be traced back to poor communications and failure to appreciate the amount of retraining that is required.To conclude, I found that the scope of change is too wide and I would suggest that company should bring changes in different phases such as first of a ll bring the change of automation of some operational activity and later on when this change is successful implement other change.