Organizational Systems and Structures

Organizational Systems and Structures

Systems and structures within organizations can significantly impact the level of employee engagement and by extension, the effectiveness of the organization.

Changes in the System

According to Bate, Khan and Pye, the change in the organizational systems can be brought in 4 processes of manifestation, realization, symbolization, and interpretation. This four-step process of change incorporates the cultural change together with the structural change within the organization. The whole change involves the processes of examining the people's opinions about the idea of change, living in entirely different cultures and challenges. This approach builds connections among the different people involved and forms a soft structure of the desired change. A hard from of the structured ideas merged accordingly with the experts' consultancy is designed for the new program. After going through these phases, the achieved output is additionally analyzed and conceptualized (http://dl.acm.org).

Awbrey in 2007 mentioned the wrong approaches of the organization in terms of diversity. The organization's diversity of assimilation and separatism is not considering the employees involvement fully, and minorities and women are of no importance. There is an air of discrimination in the environment of the organization, which should be eliminated, and the diversity should be entertained at all levels by integrating the learning perspective among the employees.

HRM can participate in the implementation of the proposed processes by following thorough research and practices. The HRM can act as leadership to transform the diversity level from just tolerating it to engaging and integrating into the frame work so employees can get involved at all levels within the organization (Awbrey, 2007).

However, this might encounter certain social and psychological problems in its way. As each organization has a different environment based on cultural aspects; therefore, a continuous research and learning approach is mandatory in this regard. HRM needs to enhance its training section in terms of assessing its employees for encountering diversity levels. They should be trained about the competency, which would enhance their skills of participation and team interactions (Awbrey, 2007).

From an HR perspective, the employee involvement is enhanced by following the trends of 'ethics and compliance' and 'Values-driven corporate culture'. The employees have an opportunity to keep an eye on the ethical scandals associated to anyone within the organization, whether the CEO or the board of directors; even they are allowed to post their response on the corporate compliance to the HRM. Moreover, the core values of the ...