The need for organizational change consulting has significantly been impacted by technological advancements in the resent past. First and foremost, the world is rapidly shifting in terms of globalization, paperless business approach as well as competitive need for enhanced efficiency (Chaudron, 2009). As a result, corporate organizations have been forced to adopt new modalities to cope with the transforming market trends.
On the other hand, competition is taking a dynamic angle where new entrants come with modern systems of production and operational management. These adaptations are ideal for quick production, proper team management, reduction of costs as well as high efficiency in customer rotations (Tidd, Bessant & Pavitt, 2005). It is for such reasons that business organizations find it inevitable to seek expertise assistance to match the rising demands and impact of technology.
On the other hand, the organizational change process has also highly been influenced by technology in various ways. To begin with, it is important to understand that institutions are anchored by people with varied professional knowhow. As such, the emergence of new technologies directly and indirectly necessitates the need for training and guidance to empower the existing staff with modern approaches to production, development and management (Swales & Barbara, 2010).
In addition, technology has proven to be cost-effective in promoting efficient and timely production. Technology also helps in maintaining updated records and statistics of production and sales (Chaudron, 2009). Therefore, when the leaders of an organization contemplate to undertake human, production and system transformations they often take into account the prevailing technological dynamics.
For instance, it is no longer profitable to communicate urgent orders via post when the internet system can effect the transaction within a few seconds. Besides, the corporate world is moving away from the conundrums of manual production and marketing ideals as a result of the efficiency associated with mechanical and information technology.
Taking into consideration the observed need for strategic adoption and implementation of modern technological systems, it is true that business organizations have registered tremendous reduction in cost, time and human errors (Tidd, Bessant & Pavitt, 2005). Moreover, technology has made human resource management more efficient. For instance, it is a common practice in today’s world to conduct recruitment exercises online without necessarily incurring additional costs of interviewing and training potential employees.
Furthermore, employers can now rely on online work schedules where teams can efficiently work from the comfort of their homes. It shows that employees can be trusted to work under minimal supervision which in turn boosts their morale to do a good job. The whole idea helps reduce cost of office space, power consumptions and administrative costs of supervision. To that end, it is affirmatively noted that these changes are positive to the implementation of organizational change (Chaudron, 2009).
Some of the most common types of software used in implementing organizational change include the Business Intelligence System – BIS, the Accounting Information System – AIS, and the CRM System. An integration of these systems make it possible for an organization to effectively collect and analyze information for new markets, synchronizing accounting protocols as well as improving customer service delivery (Sisaye, 2001).
Thus, it is predictable that these technologies will make it possible to computerize all organizational operations, reduce manual labor and formalize standards of business leadership in the future.
References
Chaudron, D. (2009). Organized Change: Approaches to implementing organizational change. Web.
Sisaye, S. (2001). Organizational Change and Development in Management Control Systems: Process innovation for internal auditing and management accounting. Hoboken, NJ: Emerald Group Publishing.
Swales, S. & Barbara, S. (2010). Organizational Change, 4th Ed. NY: Prentice Hall.
Tidd, J., Bessant, R. & Pavitt, K. (2005). Managing Innovation: Integrating technological, market and organizational change, 3rd Edn. New York: John Wiley and Sons.