Improving Corporate Climate essay
Existing climate in organisation
In actuality, Nokia needs substantial changes to be introduced, but these changes should be grounded on the detailed analysis of the current marketing situation, competitive environment, and resources of the company. Obviously, Nokia should focus on the effective introduction of innovations and facilitate the process of introduction of changes. The company needs changes and strategic change management should help the company to introduce the changes successfully. In this regard, the introduction of innovations is apparently one of the major ways to the ongoing success of the company in the market. However, the strategic change management needs a solid theoretical background to complete changes successfully.
Recommendations to improve organisational culture
In this regard, it is possible to refer to three theoretical models to improve organizational culture, which Nokia can use to launch and complete the change successfully. However, it should be said that there is no ideal model and the company should choose the model depending on its strategic vision and mission and taking into consideration the future development of the company, industry and technologies. In such a way, while choosing the effective model, Nokia should take into consideration multiple factors that can affect its performance in a long-run perspective.
In actuality, Nokia can use the Systems theory to elaborate an effective approach to the introduction of changes and strategic change management. In this regard, it is important to place emphasis on the fact that the Systems theory represents organizations as open systems with inputs, transformations, outputs, and feedback (Cameron and Green, 2009). The theory admits two approaches: hard systems and soft systems (Nelson, 2009). In such a context, Nokia should focus on the analysis of available resources, current competitive position of the company and its business environment, along with the detailed analysis of technological progress. In such a way, the company can develop the hard system on the ground of this analysis and elaborate the strategy of the change, which can help the company to make a breakthrough in its business development. At this point, it is important to place emphasis on the fact that what Nokia needs at the moment is a technological hype, which puts the company in an advantageous position compared to its rivals. The technological hype is possible, if the company uses a systematic approach to its strategic changes.
Furthermore, Nokia can develop its strategic change management on the ground of the Contingency theory. In terms of the Contingency theory, a change can be successful and drive the organization forward, if there is a fit between organization processes and characteristics of the situation. What is meant here is the fact that Nokia should elaborate effective approaches and strategies on the ground of the detailed analysis of its resources and capabilities, on the one hand, and situation in the market, on the other. In such a situation, Nokia should attempt to balance its internal resources and organizational culture to meet challenges in the contemporary business environment. For instance, the company faces the problem of complacency. Therefore, Nokia needs to re-evaluate its current position in the market and to change its organizational culture. Or else, the company needs to introduce innovations to catch up with its rivals, and then the company should encourage and motivate employees to develop and to introduce innovations.
Alternatively, Nokia can rely on the Chaos and complexity theory, which is the most recent among the three theories mentioned above. The Chaos and complexity theory implies that organizations are viewed as complex adaptive systems. Effects of change are difficult to predict. This theory places emphasis on creating the conditions for beneficial change to occur. In actuality, this theory is the most applicable to Nokia because, today, the company can hardly predict the further development of the industry and technology, especially in a long-run perspective. Therefore, the company should focus on the creation of conditions, when the company can maintain its competitive position. In this regard, the focus on innovations should be the primary concern of the company because they have allowed its rivals to challenge the position of Nokia in the market. Consequently, it would be logical to presuppose that they can help the company to regain its position in the market and to improve its performance. At the same time, the company has to create conditions, which stimulate the introduction of innovations. This means that the company should create positive ambiance within the company, motivate employees to introduce innovations, support educational or training programs, search for and find talented employees and employ them or train gifted students to employ them further in the company, if they have creative potential and can introduce innovations in the company.
However, theories alone are not enough to maintain the competitive position of the company in the market and to improve its current position in the industry. In this regard, Nokia should focus on strategies for managing resistance to change within the company. Obviously, the top executives of the company are conscious of the necessity of changes but they need to gain the support of stakeholders to introduce changes successfully. Among the major stakeholders of Nokia it is possible to single out managers, employees, shareholders, customers. Managers need to improve the performance of the company and to improve its marketing position to maintain the steady development of Nokia. Employees need to work in comfortable environment and receive high wages for their work. Shareholders are interested in the improvement of the position of the company in the market and consistent rise of its share price. Customers, in their turn, are interested in products of the high quality sold at affordable price. Interests of stakeholders can be met, if the company manages to accelerate its technological development and introduce innovations, which can help the company to hold the leading position in the market, increase its revenues, increase share price, and, therefore, the company will be able to offer customers products of the higher quality and higher wages to employees.
Framework of organisational values
Nokia should focus on such values as tolerance because the company operates internationally in the multicultural environment. Therefore tolerance will help to develop effective organizational culture. Second, Nokia should develop innovativeness to encourage innovations. Third, Nokia should promote the leadership of the company as the primary concern of each employee. Operating within this framework, the company can develop effective organisational culture, which sets high strategic goals for the company to achieve.
Existing climate in organisation
In actuality, Nokia needs substantial changes to be introduced, but these changes should be grounded on the detailed analysis of the current marketing situation, competitive environment, and resources of the company. Obviously, Nokia should focus on the effective introduction of innovations and facilitate the process of introduction of changes. The company needs changes and strategic change management should help the company to introduce the changes successfully. In this regard, the introduction of innovations is apparently one of the major ways to the ongoing success of the company in the market. However, the strategic change management needs a solid theoretical background to complete changes successfully. In actuality, the organizational climate lacks flexibility. The organizational climate is rigid and prevents Nokia from the fast and effective introduction of changes. The company’s leaders should take the responsibility and lead the company through the change to improve its organisational climate and develop healthy organisational culture.
Recommendations to improve organisational culture
In this regard, it is possible to refer to three theoretical models to improve organizational culture, which Nokia can use to launch and complete the change successfully. However, it should be said that there is no ideal model and the company should choose the model depending on its strategic vision and mission and taking into consideration the future development of the company, industry and technologies. In such a way, while choosing the effective model, Nokia should take into consideration multiple factors that can affect its performance in a long-run perspective.
In actuality, Nokia can use the Systems theory to elaborate an effective approach to the introduction of changes and strategic change management. In this regard, it is important to place emphasis on the fact that the Systems theory represents organizations as open systems with inputs, transformations, outputs, and feedback (Cameron and Green, 2009). The theory admits two approaches: hard systems and soft systems (Nelson, 2009). In such a context, Nokia should focus on the analysis of available resources, current competitive position of the company and its business environment, along with the detailed analysis of technological progress. In such a way, the company can develop the hard system on the ground of this analysis and elaborate the strategy of the change, which can help the company to make a breakthrough in its business development. At this point, it is important to place emphasis on the fact that what Nokia needs at the moment is a technological hype, which puts the company in an advantageous position compared to its rivals. The technological hype is possible, if the company uses a systematic approach to its strategic changes.
Furthermore, Nokia can develop its strategic change management on the ground of the Contingency theory. In terms of the Contingency theory, a change can be successful and drive the organization forward, if there is a fit between organization processes and characteristics of the situation. What is meant here is the fact that Nokia should elaborate effective approaches and strategies on the ground of the detailed analysis of its resources and capabilities, on the one hand, and situation in the market, on the other. In such a situation, Nokia should attempt to balance its internal resources and organizational culture to meet challenges in the contemporary business environment. For instance, the company faces the problem of complacency. Therefore, Nokia needs to re-evaluate its current position in the market and to change its organizational culture. Or else, the company needs to introduce innovations to catch up with its rivals, and then the company should encourage and motivate employees to develop and to introduce innovations.
However, theories alone are not enough to maintain the competitive position of the company in the market and to improve its current position in the industry. In this regard, Nokia should focus on strategies for managing resistance to change within the company. Obviously, the top executives of the company are conscious of the necessity of changes but they need to gain the support of stakeholders to introduce changes successfully. Among the major stakeholders of Nokia it is possible to single out managers, employees, shareholders, customers. Managers need to improve the performance of the company and to improve its marketing position to maintain the steady development of Nokia. Employees need to work in comfortable environment and receive high wages for their work. Shareholders are interested in the improvement of the position of the company in the market and consistent rise of its share price. Customers, in their turn, are interested in products of the high quality sold at affordable price. Interests of stakeholders can be met, if the company manages to accelerate its technological development and introduce innovations, which can help the company to hold the leading position in the market, increase its revenues, increase share price, and, therefore, the company will be able to offer customers products of the higher quality and higher wages to employees.
In actuality, the company can use diverse methods to improve its organizational climate. In this regard, the most important is the understanding of the necessity of change and improvements. Employees should become aware that changes are essential for the improvement of the organizational performance. The company should develop new set of values, which can allow Nokia to keep growing steadily and develop positive climate and healthy organisational culture.
Framework of organisational values
Nokia should focus on such values as tolerance because the company operates internationally in the multicultural environment. Therefore tolerance will help to develop effective organisational culture. Second, Nokia should develop innovativeness to encourage innovations. Third, Nokia should promote the leadership of the company as the primary concern of each employee. Operating within this framework, the company can develop effective organizational culture, which sets high strategic goals for the company to achieve.
The development of the new set of values is very important because the company should improve its performance through the improvement of its organizational culture and climate. In this regard, the role of leadership in the company becomes particularly important. In fact, leaders of Nokia should take responsibility and lead the company toward qualitative changes and introduction of new values, which bring in flexibility in the organization and stimulate innovations and autonomy of employees. In such a way, the company will improve consistently its organisational performance and create positive organisational climate and healthy organisational culture.
