    

Pranay Raj Aman Gupta MD Jafir Raza Suman Kumar Shri Ram Mandal (M.B.A. 1 st Year)

     The topic deals with the managing change in competitive environment Impact of Globalization Workforce Diversity Flexibility Used for Flatter Organization structure Networking Organization

The purpose of this study is to examine the emerging trend in managing change and to keep managers

What are the emerging trend in managing change……?

GLOBALIZATION

The Globalization means worldwide movement toward economic, financial, and communications integration which has influenced organizations to compete with each other. Employees are required to work together with cross functional teams and customers from so many different cultures and countries.

“Think Globally and Act Locally”

Today’s one of the important mantra to deal with challenges of doing business .

EXAMPLE OF GLOBALIZATION

UK’s Tetley group by Tata Tea for Rs.1,870 cr. was the first major cross border venture by an Indian group.. The marketing alliance of Taj Group of Hotels with the Singapore based Raffles International was another example of Globalization by the Tata group.

DIVERSITY

Workforce diversity has increased creativity and innovations in organizations. Diversity has created an opportunity to not only think and communicate differently but also do things differently. When organizations attract, retain and promote maximum utilization of people from diverse cultural backgrounds, it results in competitive advantage and enables to sustain the highest quality of human resources.

EXAMPLE OF DIVERSITY

Tata Consultancy Services has a strength of 1,40,000 in an organization with diverse workforce . Over 8% of its employees originate from 75 nationalities. The company has adopted several diversity management initiatives in the last few years. languages like French, German & Spanish are part of its curriculum.

FLEXIBILITY

To sustain in the market place and to be effective managers and employees in organizations have to become more flexible. To stay competitive, organizations need to initiate continuous change processes and restructure operations such as business process reengineering, business process outsourcing and job redesign to increase flexibility and decrease costs.

EXAMPLE OF FLEXIBILITY

One of the main initiatives to manage change in HP is flexibility. Employees enjoy flexibility to achieve their objective through flexibility in time, telecommunication and reduced hours of employment.

“77 percent of Indian companies link increasing revenues directly to flexi working”

FLAT (LEAN) ORGANISATIONS

In today’s competitive world, quality, speed and delivery are critical for survival of the organization. To maximize response time, organizations with flat or lean organizational structure can make decisions more quickly because each person is close to the ultimate decision makers. People in flat organizations feel empowered and energized.

EXAMPLE OF FLAT ORG.

Pizza Hut is an example for flatter organization. The emphasis is on competency, where people are considered as important resources. It has reinvented into a flatter organization, and has an outward focus through project teams and encouraged by support services. Pizza has practiced a culture of teaming, which spreads from the top of the organization.

NETWORKS

In today’s business scenario, networking enables the employees to build communication and coordinate with cross functional teams faster and improves the operational efficiency. The advantage of network organization is people generally get to know each other quickly and feel that they are part of the group.

EXAMPLE OF NETWORK Wipro is an example of restructuring and networking organization. It has acquired leadership position in its various businesses like IT Services, BPO and Product Engineering divisions and niche market segments of consumer products and lighting solutions.

CONCLUSION

Organizations do not have business problems, rather they have peoples’ problem.

As Peter Singe says

“

People don’t resist change, they resist being changed.”

Successful change interventional strategy involves people in the process and assures them of its benefits. When people see that they are going to be benefited by the change initiatives, they will accept it

.

REFERENCES 1.

Abramson, E. (2000) Change without pain, HBR, July-August, pp 75-79.

2. Argyris, C. and Shron, D.A. (1978), Organizational Learning: A Theory of Action Perspective Reading, MA: Addison –Wesley.

3. Argyris, (1994) Good Communication that blocks Learning, Harvard Business Review, 69 (3), 99-109.

4. Armenakis, A. and Bedeaian, A.(1999) Organizational Change: A review of theory and research in the 1990’s, Journal of management, 25, 293-315.

5. Bateman, T. (1980), Organizational change and the politics of success, Group and Organizational Studies, June, pp 198-209.

6. Boyle, S. (2007) "Impact of Changes in Organizational Structure on Selected Key Performance Indicators for Cultural Organizations", International Journal of Cultural Policy, Vol. 13 (3), pp.319–334.

Emerging Trends in Managing Change National Conference on Emerging Challenges for Sustainable Business 2012 844 7. Bhattacharyya, Dipak Kumar (2011), “McKinsey’s 7-S framework”, Organizational Change and Development, Oxford University Press, India, Vol.1, pp. 128-131,394.

6. Vineet Nayar, How I Did It… Maverick CEO explains How He Persuaded His Team To Leap Into The Future, Harvard Business Review, June2010:94-97 7. http://www.citemen.com/7290-changing-environment-of-hrm 8. http://www.infosys.com/sustainability/diversity/pages/index.aspx

SPECIAL REFRENCE

        Name of the Author- Dr. Rajni Singh Designation- Asst. Professor (Human Resource), Hierank Business School, Noida, Sec - 62.

Qualification- BSc. Botany Hons. from Aligarh Muslim Univ.

MBA (HRD & IT) from Inst. of Management Education (IME) Sahibabad PhD in Business Adm. from Bhim Rao Ambedkar Univ. Agra Topic of the research –“An analytical study of Job Enrichment amongst the employees of Automobile sector with special to Allied Nippon Ltd