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the_transfromation_system.doc 

 

 

 

 

 

 

 

Transformation System

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Introduction

The transformation system is the system required in transforming the organization processes. These systems are very important in change processes as they help the organization adopt the right process of change and select the right people to lead the change. However, for this being a success, the organization needs to consider the right transformation strategy that meets the working culture and environment. As organization makes the decision to make some transformation in their organization processes, they need to have the right people or agents of change.

Forms of transformation systems

The basic transformation system has their main steps which all systems have to go through in their implementation process. The system starts with inputs, goes to transformation and ends with the transformation. This system is very important in planning for the organizational change as it gives an idea of what the transformation is expected by providing the organization with the possible result after the transformation. Different organizations can implement this system differently based on their main task. Transformation system is very important in planning, design as it gives the organization a way forward to transform the organization ways of doing things to comply with the organization goal and vision. This is, therefore, very important aspect of the organization. When transformation is not well planned and the organization, planning, it may lead to losses in the organization as well of waste of resources in the organization. There are some types of transformation strategies used by different organizations to achieve set the organizational processes change in an effective way. These are discussed in this paper.

There are many types of transformation systems that can be used in an organization to spearhead change and see it through to its successful end. These strategies include the data driven transformation system, perspective transformation system and compliance based transformation system. In data driven transformation system, the strategies emphasize on the reasoning as a tactic to bring change in the organization social system (Espejo, and Reyes, 2011). This is achieved by taking an expert to analyze the organization systems in accordance with the goals of the organization to propose ways that would make the organization more efficient through leveraging costs and ensuring more organization benefits. In this transformation system the systems science theories are employed so that social system can be viewed from a wider perspective so that all inputs, outputs and transformation process can be accounted for.

This system is based on a well researched analysis that the transformation is feasible, it also has a clear demonstration that illustrates the way transformation has been successful in a different situation. It also demonstrates the results expected in the transformation system. This system is mostly adopted when people clearly understand the result of the transformation and the rationale behind it.  

The second transformation system is based participative transformation system that assumes that the change can occur when the impacted units and individuals make modifications in their perspectives of their old behavior pattern to a different and new behavior and business work practices. This system basically involves the change rationale, change in the attitude, value and skills as well as the perspective of the organization. This system is used successfully when it is depended of the organizational units that are impacted and individuals who are participating in the organization transformation. The level of this transformation system is based on the extent to which the stakeholders, impacted units and the users are involved in the participative change in the organization. This change system can be very effective when the involved individuals are for the change else it becomes very challenging to impact transformation in the organization.

The third transformation system is compliance based change system that is based on the leveraging power from the sponsor position in the organization in the implementation of change processes. This way the sponsor assumes that change will be achieved as the people or units are dependent on the assumption that individuals will change since they depend on authority. The authorities are expected to spearhead the change and influence others to make a change. In this case the agent of change basically announces the change and make everything specific on what the organizational units and individuals have to follow and to so as to implement change in the organization (Zimmermann, 2011). This system is very important in the organization transformation. However, it is dependent on the discipline within the sponsors chain of command, culture, process as well as impacted stakeholders capability to impact the sponsor executives. These transformation systems are the lease effective strategies to successfully introduce change in the organization.

These methods of organization transformation need to be evaluated depending on the type of transformation required in the organization as well as the type of work the organization does and the stakeholders among other parameters.

Selection of transformation system

Historical background

Organizational transformation is as old as the origin of the organization. It can be traced back to the time of the Pharaohs when pyramids were made where some organization and process had to be transformed to meet the vision of the proposed pyramids that time. For this to be successful the same steps needed to be followed to ensure that the transformation of the process of construction. Process transformation systems can therefore be dated back to the beginning of the organization. According to Taylor’s (1980) scientific management, data is collected regarding the work to be done through discussions with the workers and observation. Basically this could be considered as the perspective transformation system that was put in place.

Worker selection is also considered in the process of change in accordance with the initial transformation management system when the country was undergoing industrial and civil transformation in the late twentieth century. This was also recorded as one of the remarkable change that was recorded in the processes on how things were done. Workers were selected in the most effective ways as well as individuals who would guide the transformation systems in all sectors of the country's economy. Finally, the entire process and system was integrated here the selected workers were integrated into the process of change. Taylor stated that the system also needs to consider treating the employees in the right ways to ensure that change is positively taken in the organization.

Taylor was the first industrial engineer consultant and he was the first agent of change in the world. He believed in taking a rational scientific approach to provide the best and perfect chances of the organization transformation. In his industrial transformation work, he considered the use of perspective approach in spearheading the organizational transformation. Therefore, it is considered that business process transformation originated from Taylor and has been spread to other people who have come up with different terminologies to explain the same idea as introduced by Taylor right from the beginning.

The Main Idea

Transformation system can be selected based on the need of the organizational change. Based on the organization structure a change system can be selected since some organization may feel that their hierarchy has a very high influence on the employee behavior. In such as case the compliance based transformation system should be the most appropriate to transform the organization processes as well as the organization behavior to meet the requirements. However, such system yields very low outcome since it is known to be the least effective approach to transformation in the organization processes as well as in individual people’s life. Therefore, as the organization make a selection of the most appropriate process transformation process, they should avoid using this method to be successful in organization process transformation.

The system can also consider implementing one of the most effective strategies in transforming the organization processes, the perspective transformation system (Halevi, and Weill, 2010). This system starts with understanding the organization information to evaluate the need of change in the organization. This is a system that basically creates a better understanding about the company current processes and the need for the process changes as well as who should be involved and the key stakeholders of the organization. This approach is very effective as it is based on data which is more reliable about the organization and the need of the organization process transformation. This is the best approach in making the system, selection of the organization and it is considered the most appropriate approach to implement change in the organization processes.

Other ideas

Making the right selection of transformation system is very important in the process of change. In selecting the change system in an organized one need to have a clear understanding of the change agent who basically influence the change in the organization process. This is because the transformation agent who is effective and strong is very critical in the process of change in the organization. This may effectively lead to a successful transformation in the organization. They play a very important role of communicating the transformation system, training the individuals who are involved in the system of change as well as conveying employee feedback and highlighting risks among other management issues in the organization process. This is very vital in planning process of the organization to ensure that the established organizational processes are effective and working towards goals and objectives of the organization.

In transformation systems, there are two categories of stakeholders. The first one is the stakeholder who has a direct influence on the department or that who is directly implementing transformation in the organization. These may include the sponsors who bring about the change and the people who is committed and provides the resources needed in the organization transformation. The second stakeholder includes the change target that is basically impacted directly by the transformation or change the organization is going through. These are in most cases the middle and lower management associates. To achieve a successful transformation system, it is important to select an agent of transformation from the targets who have been brought about as a part of transformation vision and those who can easily adopt change. These agents can easily speed up the transformation process in the organization.

Change agent should be based on the role each person needs to perform in the system of transformation in the organization. A simulation of the transformative initiative in the presence or absence of mitigation roles played by an individual agent of transformation is very vital as it helps in arriving at a reasonable set of expectation from them. From example, a treasury department of an organization may need to go through IT transformation system. They need to clearly understand the impact the system will have in the external stakeholders oft eh organization. This could be achieved through understanding both internal and external risks that need be focused on by the agent of transformation. On the other hand the agents also need to have the right authority to influence the external stakeholders. Therefore, these need to be considered when selecting the right transformation system in an organization process design.

In transformation system in the organization each involved agent needs to have a clear understanding regarding the role he or she has to play in the organization. He is she has to act in a positive way so as to be good role models in the change process and should translate the overall vision of transformation to the involved team and colleagues. They should also facilitate a two way dialogue to communicate the important messages and project communication. The agents should also have a clear understanding about the transformation system impact on the employees and help in identifying all potential and possible areas of resistance. This will also entail understanding the employees' concerns and have them on the process of change or transformation. This will help in reducing cases of resistance in the system of change, thus making it easy to have a transformed organization process.

The transformation system agent should also consider being an excellent user of the new system and should therefore act as a trainer to easily and effectively maximize training coverage. Finally, the agent of change, who happens to be very important in the transformation system, should be able to reinforce transformation after the entire transition process (Coker, and Ludwig, 2011). Therefore, the agent roles and responsibility is very important in the process of change in the organization processes and it therefore it needs to be selected in a very careful manner to ensure a quick and effective way of transformation.

Making the right transformation system selection is very important in the transformation process as it will help the organization easily adopt the new system in a very easy but effective manner. This is very important in the organization transformation. However, I believe it is also important to have the right agents of transformation and their selection is also important so as to achieve the objective of the organization change plan. The right agent should be a recommendation from the organization stakeholders in order. This is in most cases received from a well defined roles and responsibilities of the transformation agent that helps the organization's key stakeholders to decide the person who can take up the role of the transformation agent. The agent can also be selected after a through observation during the awareness session and group discussion about the expected transformation system in organization process.

Use of skills versus matrix can be helpful in the process of selecting the right agent of transformation process based on both skill and will, that is, the agent's ability to spearhead the transformation as well as the readiness to change with the organization processes (Viardot, 2011). Choosing the right person of transformation system and an agent will make the entire process to effectively change with ease and in time consciousness. This therefore makes the process of transformation in the organization process to be effective and efficient. Combining the perspective and participative transformation systems to the organizational change can yield a successful thing in the process of change. This can be referred to as a good process design approach to an organization change that will help in reducing costs of change and improve efficiency in the whole process transformation system. Planning is important. This should basically include proper organization which would create a good climate for change. It should engage the organization in the process of change as well as implementing the change that is required in the organization process design. This needs the right transformation models in as it adopts a new process.

My personal opinion

In my personal opinion, I believe a change in an organization is as good as a rest. This makes things work in the right way as well as breaks the monotony of work in the working environment. When a process is too monotonous, workers may find it hard to accept change and therefore the right thing need to be considered as well as the right agents of change should be considered to ensure that the expected change is positively taken. Change models should be considered in bringing a change in an organization to ensure that proper planning about the transformation is put in place. This has become very important since failure to use the right model the transformation systems will not be effectively implemented. Change models are very important in the organization transformation system. This is because it helps in creating an environment for change which is an important aspect in preparing the employees to the change the organization is about to take.

 It will also help in planning for the change through the right communication, thus engaging the employees in the organization. This will make the entire process to be taken positively by the employees. This will make the transformation implementation process to be quick and easy. Therefore, I believe that the transformation system should have the right plan and agents to see it through its success. Proper planning clears doubts in the organization process design to accommodate the most effective ways of transforming organization processes.

In conclusion, transformation system is an important aspect in organizational process design. This is because it helps in adopting the most relevant rout to change that will be faced with the least resistance. Transformation systems can be traced back to the times of Taylor, who is considered to be the father of organization change. In transforming the organizational processes, the right model of change is very important as well as the right transformation agent. The two aspects ensures that the expected change is effective and in the right way. The right agent of change should understand their roles very well and also understand the new process so that they can easily train others and be the role models needed by other employees.

Reference

Coker, A. K., & Ludwig, E. E. (2011). Ludwig's applied process design for chemical and petrochemical plants. Amsterdam: Elsevier Gulf Professional Pub.

Espejo, R., & Reyes, A. A. (2011). Organizational systems: Managing complexity with the            viable system model. Heidelberg: Springer.

 Halevi, G., & Weill, R. D. (2010). Principles of Process Planning: A logical approach.     Dordrecht: Springer Netherlands.

Viardot, E. (2011). The Timeless Principles of Successful Business Strategy. Berlin: Springer          Berlin.

Zimmermann, N. (2011). Dynamics of drivers of organizational change. Wiesbaden: Gabler          Verlag / Springer Fachmedien Wiesbaden GmbH, Wiesbaden.

 

 

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