Organizational Reframing Plan
Organizational Reframing Plan
Introduction
Modern day organizations must address different attributes in order to maximize on productivity. These attributes include the human resource framework, financial systems, leadership strategies and risk management among others. Addressing these issues might be a significant challenge for organizations if they lack comprehensive plans. However, action research is among the most effective approaches for reframing organizations.
Through action research, organizations can easily identify the specific areas of emphasis. This is helpful in developing an effective implementation of the different components of the reframing plan. There are numerous organizational theories that would help in reframing the structural framework of an organization. However, some theories are highly ineffective and can easily undermine the capacity of an organization to attain operational efficiency. Consequently, the theory should have positive implications in all departments. Streamlining the operations of different departments is an integral element that facilitates for overall efficiency within an organization. This paper focuses on the establishment of an organizational reframing plan for the human resource department.
The plan is based on action research in that it evaluates the diverse needs of the department. Through action research, it is possible to incorporate the different theoretical perspectives into practice. The evaluation of the outcomes of the initial research is also another essential aspect of consideration in this paper. The initial research comprises of different steps that provide the framework for attaining the expected outcomes. Additionally, the paper focuses on the organizational, departmental and individual implementation steps for the action research framework. The final part of the paper encompasses an analysis of implications of the entire action research project.
Literature Review
Over the years, different researchers have developed different theories in connection with the reframing of organizations. Whereas some theories emphasize on organizational change, others focus on streamlining the efficiency of human resource systems. However, most theorists assert that it is fundamentally essential to develop a framework that has the capacity to identify the most sensitive needs in different departments (Anita & Moss, 2010). Without identifying such needs, it is complex for an organization to establish an action research plan.
Action research comprises of a feedback loop with three main components. The first component in the feedback loop for action research is the input. In order to address different organizational challenges, it is fundamentally essential to develop an effective planning tool. In essence, such a tool facilitates preliminary diagnosis. This is strongly vital in terms of identifying the different needs of an organization. Organizations have strengths as well as weaknesses. Leveraging on these attributes is not possible in the absence of a comprehensive platform for diagnosis.
The transformation phase serves as the second stage of the feedback loop for action research (Hacker, 2012). In essence, this comprises of an implementation framework of the different findings from the planning phase. Learning also serves as an integral component of the learning process. The completion of the transformation phase facilitates for the output. At this stage, it is possible to evaluate the results of the different actions. After the assessment phase, the feedback loop moves back to the input platform. The three stages of the action research feedback loop are dependent on each other. Inefficiencies in the input framework undermine the successful implementation of the other stages.
Apart from the feedback loop, it is crucial to examine the different features of action research. Understanding these attributes is extremely pertinent towards the implantation of successful implementation of plans. Most theorists emphasize on the philosophical perspectives of action research. Democracy and pragmatism are fundamental philosophical attributes of action research. Through these attributes, the action research plan should focus upon the assessment of the viewpoints of different individuals. Gestalt psychology also serves as another philosophical attribute of action research. The specification of purpose is extremely pertinent while developing a framework for action research (Boga, 2009).
In most instances, action research seeks to enhance social and organization change through the integration of different role players. From an epistemological point of view, action research also streamlines the learning process. This is extremely helpful in terms of applying new knowledge. Data collection, implementation and definition of problems are also integral attributes of the methodology for action research. The integration of these components is extremely crucial towards streamlining the outcomes of action research.
Action research is an integral component of organizational development. This is because it facilitates for the implementation of effective plans n line with the needs of different departments. Over the years, different organizations have use action research as the main framework of addressing diverse organizational problems. This emphasizes on the significance of action research towards enhancing a company’s framework for organizational research. The successful implementation of reframing plans is strongly dependent on the prevailing leadership systems. Some leadership frameworks are excellent in terms of facilitating for organizational development (Moradi, 2012). For instance, transformational leadership forms an exemplary platform for streamlining action research within an organization. This kind of leadership framework enhances organizational change. In contrast, some leadership approaches undermine the implementation of action research.
Organizational Systems Theory for the Plan
The transformational leadership framework is the main theoretical approach for use in reframing the organization. This theoretical framework is suitable for application based on several perspectives. Firstly, the theory facilitates for the transfer of knowledge among individuals. The transfer of information serves as an integral aspect for streamlining the change process in an organization.
In any action research framework, it is fundamentally essential to streamline the flow of information. This facilitates for accurate diagnosis as well as effective implementation (Seidman, 2011). Over the years, different organizations have successfully used transformational leadership theories to implement change. This is because transformational systems have the inherent capacity to streamline the flow of information within an organization.
Apart from the flow of information, another useful perspective that justifies transformational theory pertains to its capacity to incorporate different stakeholders. The exclusion of some stakeholders can have far reaching implications upon the implementation framework of action research. For instance, such an approach might cause unnecessary conflicts among the excluded stakeholders. The incorporation of all stakeholders in the action research framework also facilitates for the enhancement of organizational image (Anderson, 2011). The image of an organization is strongly essential while implementing any change. In line with this perspective, the transformational theoretical framework is vital towards enhancing the quality of action research. The beneficial implication of this theoretical framework is also evident in terms of enhancing the quality of decision making.
In any reframing plan, decision making serves as an essential platform for changing the operational framework of organizations. For instance, ineffective decision making strategies undermine the capacity of an organization to implement change. Additionally, ineffective decision making approaches can also undermine the capacity of an organization to perform an accurate diagnostic analysis.
Another perspective that would help in justifying the choice of the transformational model is that it enhances the standards of innovativeness among employees. In organizational development, innovativeness is a critical pillar that serves as a stepping stone for departmental and organizational reforms. In action research, innovativeness also serves as an essential attribute. This is because it has an inherent capacity to streamline the effectiveness of the analytical framework. The reframing plan for this project is geared towards implementing operational changes in the human resource department. In essence, the human resource department affects the operational framework of the entire organization. Inefficacies within the human resource systems hamper the organization’s capacity to attain the relevant standards of productivity. On the other hand, effective human resource systems streamline the standards of productivity in all departments.
Due to the significance of human resource systems, it is extremely pertinent to use a theoretical platform that boosts the efficiency of human resource systems. In line with this perspective, the transformational theory comes in handy (Anita & Moss, 2010). Through this theory, the staff in the company’s human resource department will easily appreciate the significance change. For instance, the change framework will help the human resource department to function operate in tandem with the organization mission and vision.
It is also essential to note the transformational framework forms an excellent basis for maintaining an effective organizational culture. The prevailing organizational culture has far reaching implications upon the productivity of companies. Due to its emphasis on organizational culture, the transformational framework will be highly effective in the establishment of an effective organizational reframing plan.
Outcomes of Initial Research into the Plan
Prior to the implementation of any organizational plan, it is always essential to perform an initial research. An initial research helps in identifying the most pertinent challenges faced by an organization. This is helpful in terms of enhancing the quality of the planning process. This project comprises of a reframing plan of the human resource department. In essence, this comprises of introduction of changes into the department in order to enhance operational efficiency. Based on the initial research, there are several outcomes.
Firstly, it is evident that the attainment of efficiency in the human resource department is dependent on the prevailing leadership systems (Daft, 2009). Enhancing the standards of productivity within the human resource department is only possible if the executives embrace transformational leadership. This is a leadership framework that has the capacity to enhance the standards of motivation among employees. Based on the preliminary findings, the staff in the human resource department is lacking sufficient motivation. Consequently, this undermines the capacity of these employees to fulfill their potential in terms of productivity. However, transformational leadership would serve as an exemplary platform for alleviating the problem of motivation in this department. For instance, this leadership model facilitates for frequent interactions between the top executives and other employees. This builds an excellent framework for motivating staff members.
Apart from motivational perspectives, another outcome of the initial research into the plan pertains to the existing communication framework within the human resource department. Despite the significant role played by the human resource department within this organization, it does not meet the relevant standards of communications (Anderson, 2011). There is thus the need to restructure the department in a manner that streamlines the current communication systems. Another pertinent attribute that was evident in the initial research is that the human resource department must work closely with other departments in the organization.
The Organizational, Departmental and Organizational Action Research Implementation Steps
In order to streamline the effectiveness of the project, it is fundamentally essential to involve all stakeholders. Such an approach is helpful in ratifying the implementation framework. For this particular project, the involvement of stakeholders is evident from three perspectives. The organizational level is the first level for implementing the different changes. This encompasses all departments in the organization in addition to the human resource department.
Although the reframing plan is mainly targeted for the human resource department, the integration of other departments is equally significant. This approach would be pivotal towards enhancing the performance of the entire organization (Anita & Moss, 2010). At the organizational level, aspects such as organizational culture are vital. This helps in establishing an environment that enhances the performance of all employees. This forms the framework for streamlining the operational efficiency of the entire organization.
Organizational culture also helps in streamlining the conduct of all employees and members of an organization. The code of conduct is pertinent towards boosting the image of the entire organization. Apart from the organizational level, the departmental level is another vital platform of consideration during the implementation. In essence, the departmental level comprises of the organizational frameworks within the human resource department. This serves as the main area of focus within the project.
Streamlining the standards of performance among the different stakeholders in the human resource department will be pivotal in boosting the performance of the entire company. Within this department, the implementation of structures for motivating employees will be extremely pertinent. During the initial research, the absence of adequate motivational systems was a massive contributor towards the ineffectiveness of employees (Moradi, 2012). Consequently, enhancement of motivation will be a sensitive area of consideration during the project. Additionally, the focus on the human resource department will also focus on the enhancement of communication framework. Effective communicati0ons in this department is pivotal towards streamlining the performance of all members of staff.
Individuals form the third level of consideration during the implementation of the action research plan. This applies to the input of employees towards the performance of the human resource department as well as the entire organization. After examining the different challenges facing individual employees, it will be easier to implement comprehensive strategies within the entire systems of the organization.
Action research at the individual level is also vital in terms of streamlining the communication frameworks in the entire organization. It is extremely vital to highlight that the integration of the three levels is vital in boosting the outcome of the action research framework. For instance, organizational culture should be evi0dent from the employee level up to the organizational level (Boga, 2009).
Projected Effectiveness of the Action Research Project
The projected effectiveness of the action research project could be analyzed in different ways. Firstly, it is anticipated that the project will strongly streamline the quality of leadership frameworks in the organization. Leadership has far reaching implications upon the productivity of an organization. The project emphasizes on a transformational model for the different leaders in the human resource department and also other organizational divisions. Through this leadership framework, the top executives will embrace a leadership framework that promotes the highest standards of efficiency in terms of decision making.
Apart from decision making, the project will streamline the leadership framework in terms of conflict resolution mechanisms (Anita & Moss, 2010). Within the human resource department, the likelihood of conflicts is quite high. For instance, employees might have contrasting viewpoints about a sensitive organizational issue. The absence of an effective leadership framework might cause an escalation of such minor conflicts. However, the project seeks to avert these kinds of eventualities. The transformational leadership structure is extremely helpful in terms of minimizing conflicts within an organization. This will be an integral element of streamlining the operational efficiency across all organizational departments.
The leadership framework of this organization will also benefit from the project in terms of embracing democratic styles. Within any department, democratic leadership helps in boosting the standards of productivity. This is because it integrates all employees. Additionally, such an approach will help in boosting the standards of morale among employees. Apart from the leadership system, the effectiveness of the project will also be evaluated from the perspective of its implications upon the enhancement of communication systems.
The plan will be beneficial towards streamlining the communication standards in the organization. Ineffectual communication systems impede the flow of information across different departments. Additionally, ineffectual communication framework can undermine the prevailing standards in terms of organizational culture (Hacker, 2012). However, this project will help in addressing these shortcomings. For instance, the transformational framework can easily change the perceptions of employees towards the significance of communication.
The effectiveness of the project will also be assessed in terms of its capacity to enhance overall output from the human resource department. Such output is measurable in terms of the capacity of departmental teams to attain the projected goals. The attainment of team goals serves as the platform for fulfilling the different organizational goals. All these perspectives are helpful in evaluating the effectiveness of the entire project.
Impact of Change
As presented in earlier sections of the paper, change is the main goal of this project. Consequently, it is pertinent to evaluate the impact of change from the perspective of all departments. Additionally, it is vital to examine the impact from change from the perspective of the organization’s interactions with the local and global environment.
All departments in the organization will benefit from the change process enshrined in this project. This comprises of the human resource department as well as other divisions in the organization. For instance, the finance department will be equipped with effective tools for minimizing operational costs in the organization. The absence of such a framework can significantly jeopardize the capacity of an organization to maintain productivity. The change process will also be vital in terms of streamlining the standards of accountability in all departments.
Accountability is extremely helpful in terms of boosting the image of an organization. For instance, poor standards of accountability lead to the deterioration of a company’s image. The impact of change will also be evident in terms of the speed of task completion across all departments (Anita & Moss, 2010). When departments delay in completing tasks, it is extremely difficult to attain the relevant standards of efficiency. However, the change process will streamline the speed of task completion across all departments. This is vital in terms of boosting the standards of operational efficiency.
The change process will also have an impact in terms of the evaluative mechanisms used in the assessment of employee performance. Regular assessments are pivotal towards ensuring that all employees pursue the different organizational goals. The assessment also helps in evaluating the weaknesses and strengths of employees. This is vital in terms of streamlining the organizational framework for task allocation. The change process will have an impact through the enhancement in the organization. Planning determines how an organization utilizes the available resources in accordance with the different operational needs. Human capital and finance are integral components of the resource framework of an organization. Without having an effective framework for planning, it might be challenging for an organization to attain success in resource allocation. However, the change process will streamline the organization’s framework for planning.
From a local environmental perspective, the change process will be instrumental in streamlining the organization’s framework for corporate social responsibility (Seidman, 2011). Corporate social responsibility is an essential tool that governs the interactions between an organization and the community. Through this framework, the organization will have an effective framework for avoiding conflicts with the community. The change process will also be helpful in boosting the capacity of the organization to maintain an excellent image in the public domain. This is vital in terms of building a stable brand.
From a global perspective, the change process will boost the capacity of the organization to reach diverse markets in the international scene (Sein, 2011). This is pertinent in terms of enhancing the company’s framework for revenues and hence profitability. Al these perspectives help in depicting the different implications of change within the organizational setup.
Ethical and Diversity Aspects
Prior to the formulation and implantation of any plan, it is fundamentally essential to examine the different ethical implications. This pertains to the moral issues which might arise directly from the project. In addition to the ethical implications, diversity serves as another pertinent issue that characterizes the successful implementation of plans. Diversity is an inherent component of modern day organizations. In line with these perspectives, the change project is not an exception. The formulation, implementation and review of the project will be characterized by different ethical and diversity issues.
The data collection stage will present one of the most significant challenges from an ethical perspective. This is because some participants might perceive the project as a direct infringement of privacy (Taute, 2012). Concerns about confidentiality will thus be a sensitive ethical perspective influencing the project. In addition to confidentiality, the ethical perspectives of this project also concern its implications on the society. Although the project seeks to streamline operational efficiency within the human resource department, it will have implications upon the society. For instance, the project will influence the organization’s relations with the community.
It is necessary for the organization to uphold the highest standards of accountability while interacting with the local community in order to uphold the relevant standards of ethics. From the perspective of diversity, this project will seek to include individuals from different backgrounds. This mostly applies to the employee participants (Anita & Moss, 2010). Considering diversity is vital towards maintain the relevant standards of ethics in the action research program. Additionally, addressing the different diversity issues will help in averting any form of bias. This has numerous positive implications towards the outcome of the action research program.
Conclusion
The paper provides an assessment of the development and implementation of change at the organizational and departmental levels. Through action research, organizations can easily identify the specific areas of emphasis. This is helpful in developing an effective implementation of the different components of the reframing plan. There are numerous organizational theories that would help in reframing the structural framework of an organization. However, some theories are highly ineffective and can easily undermine the capacity of an organization to attain operational efficiency. Consequently, the theory should have positive implications in all departments.
Action research comprises of a feedback loop with three main components. The first component in the feedback loop for action research is the input. In order to address different organizational challenges, it is fundamentally essential to develop an effective planning tool. In essence, such a tool facilitates preliminary diagnosis. This is strongly vital in terms of identifying the different needs of an organization.
Organizations have strengths as well as weaknesses. Leveraging on these attributes is not possible in the absence of a comprehensive platform for diagnosis. The exclusion of some stakeholders can have far reaching implications upon the implementation framework of action research. For instance, such an approach might cause unnecessary conflicts among the excluded stakeholders. The incorporation of all stakeholders in the action research framework also facilitates for the enhancement of organizational image. The image of an organization is strongly essential while implementing any change.
References
Anderson, D. & Anderson, L. (2011). Conscious change leadership: Achieving breakthrough results. Leader to Leader, 62: 51-69
Anita, B. & Moss, C. (2010). Transformational leadership and shared governance: an action study. Journal of Nursing Management, 18(7): 815-821
Boga, I. & Ensan, N. (2009). The Role of Transformational Leadership and Organizational Change on Perceived Organizational Success. Psychologist- Manager Journal, 12(4): 235-251
Daft, R. L. (2009). Organizational theory and design. Mason, OH: South-Western
Hacker, S. K. (2012). Change ability. Quality Progress, 16-20
Moradi, H. (2012). The Role of Strategic Planning and Management in Increasing Organizational Development and Productivity. European Journal of Social Science, 30(1): 70-77
Seidman, W. & McCauley, M. (2011). Transformational Leadership in a Transactional World. OD Practitioner, 43(2): 46-51
Sein, M. & Rossi, M. (2011). Action research design. MIS Quarterly, 35(1): 37-56
Taute, W. (2012). Organizational development. Journal of Workplace Behavioral Health, 27(2): 63-78
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