There are many changes affecting organizations. Many organizations are forced to develop models and structures that will meet the dynamic changes in business environments. In other words, the more organizations are experiencing new changes, the more it is becoming necessary to re-consider their structures. Secondly, if any organization will fail to implement strategies to respond and embrace such changes, they will experience many challenges that can hinder their performance. On this note, organizations should change their structures in the future to enhance their ability to leverage changes in social, political, technical, and natural environments.
Notably, there are dramatic changes in the business environment, and if companies fail to address them significantly, they can experience some challenges. First, organizational structures should be developed in a way that meets the expectations of employees because they are not only important resources in organizations, but they are likely to be affected by new changes (Coughlan & College, 2016). For instance, the mission should be well-developed and supported to motivate employees as well as reducing rates of staff turnover. A good mission should increase the discretion of employees in decision making, and at the same time, enhance transparency. On a further note, employment and demographic changes create another reason why organizations should change their structures. Workplaces are increasingly becoming diverse, and this is an aspect that affects employees profoundly (Sayers & Ang, 2012). The demographic profiles are changing too and, this means that organizations must develop structures that will help to embrace diversity as well as meeting the needs of their employees. For example, changes in family structures, populations, and diversity in labor forces are influencing changes in leadership and management practices (Sayers & Ang, 2012). It will be easier to embrace social networking, teamwork, and environmental responsibility.
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In highly competitive markets, organizations must develop structures that will increase their flexibility to embrace technological changes. They should develop their capacity to innovate and maintain competitiveness. A key consideration is to create a model that will promote and encourage innovative behaviors among employees (Coughlan & College, 2016). That is, an environment of innovativeness should be established to enhance knowledge of employees and boost their capacity to finding optimal solutions to problems at their workplace. It is the major reason why organizations should become more attentive to the internal environment that supports creativity and innovation (Gaspary, Moura, & Wegner, 2020). They should change their traditional models to be able to respond to rapid changes. For instance, instead of applying rigid structures, organizations are adopting smooth workflows that will stimulate learning, sharing of knowledge, and solving problems. This implies that new organizational structures will be associated with management practices that will include changing the hierarchical control and bureaucracies (Gaspary, Moura, & Wegner, 2020). These are structures that influence productivity, working relationships, and worker autonomy.
Essentially, the working environment influences the productivity of the employees and the overall performance of the company. It stimulates innovative capacity, communication, and employee motivation. Therefore, considering how the business world is changing rapidly, organizations should develop structures that will help to develop the talents of their employees (Coughlan & College, 2016). Leadership styles should also change accordingly not only for hiring the right employees, but also motivating and providing them with opportunities to be innovative. Leaders should ensure that the internal environment is characterized by behaviors and attitudes that can positively foster creativity. Employees should also be given the flexibility to express the ideas, take initiatives, and develop new projects and products (Gaspary, Moura, & Wegner, 2020). More importantly, for innovation and technical work to be achieved within organizations, leaders should be in the frontline to improve individual performance. That is, the attention of the employees should be directed towards creating new products and services that will enable the company to mitigate the effects of new changes.
Inherently, organizations are vulnerable to both internal and external changes that can hinder or foster their success and stability. Therefore, the fundamental objective is to change their structures to ensure that they can mitigate the effects of new changes. Many firms are facing struggles to transform their structures according to social and political changes (Sinclair et al., 2006). For example, organizations should develop structures that will promote community organizing to take concerns of the community into collective action. These will be new models that will offer communities the power to participate and change beliefs that hinder social justice. Secondly, new structures should provide a framework for power analysis and structural inequalities (Sinclair et al., 2006). In this way, it will be easier to support strategic collective actions. Consequently, in the coming years, it will be possible for business owners and leaders to assess if their structures of power are oppressing employees and communities. With this evaluation, it will also be easier to utilize and support political education and anti-oppression training at the grassroots (Sinclair et al., 2006). More so, organizational development requires a new model that will help in examining systematic changes and improve the ability of the company to meet its goals. It is a concept that will allow organizations to work as a community that can continuously reflect on their values and visions for the future (Sinclair et al., 2006). Organizational development will also acknowledge individual contributions and facilitate a collective process that will ensure that values, visions, and purposes are aligned to meet the highest aspirations.
The legislative and regulatory environment is one of the external factors that can significantly influence organizational structures. The government continually establishes many regulations and policies that have direct and indirect effects on businesses. For these reasons, organizations should be flexible enough to respond to any rules and policies (Williams, 2019). In some cases, when the government implements policies that can change social behaviors in the business environment, organizations should develop structures that will ensure it will not be affected negatively by new changes. Government policies depend on the nature of the current political culture. For instance, if the political nature is unstable, the government can pass policies that can negatively affect the business environment (Williams, 2019). On this note, considering that the political climate is unpredictable, it is recommendable to develop models that will shield the business from the extreme effects of regulatory changes. On a further note, there are environmental issues that can have effects on organizations, and they will continue pushing companies to become socially responsible. Environmental issues such as pollution are forcing business organizations to demonstrate their commitment to ensuring that their economic activities are environmental-friendly. In some cases, there are challenges created by health pandemics like the one created by Covid-19. In such situations, business organizations should develop structures that will shield their employees and their families from adverse effects (Chapter 1). For instance, organizations should develop strategies that can facilitate arrangements such as employees working from home as well as using online platforms to help employees gain more skills and knowledge.
Summarily, business organizations experience many dynamic and unpredictable changes. Therefore, in the coming years, they should develop structures and models that will enable them to respond and address these changes. It is becoming increasingly important to replace traditional models and replace them with new ones that will help to accommodate and mitigate social, political, technical, regulatory, and environmental changes.
References
Coughlan, T. & College, M. (2016). Structured for Success: How the Structure of Today’s Professional Organizations Are Changing. Journal of Management and Innovation , 2 (1).
Gaspary, E., Moura, G. L. D., & Wegner, D. (2020). How does the organizational structure influence a work? environment for innovation? International Journal of Entrepreneurship and Innovation Management , 24 (2-3), 132-153. https://doi.org/ 10.1504/IJEIM.2020.105770
Sayers, J., & Ang, E. K. (2012). Managing diversity. Retrieved October 4, 2018, from www. bookboon. com/en/managingdiversity-ebook .
Sinclair, Z., Russ, L., Lubeck, S., Infante, P., Tran, N., & Mark, E. (2006). Organization development for social change: an integrated approach to community transformation. Zack Sinclair and Movement Strategy Center .
Williams, F. (2019). The Effects of Government policies on businesses. Retrieved from: https://smallbusiness.chron.com/effects-government-policies-businesses-65214.html
