Synergetic Solutions Report

Topics: Organization, Organizational studies and human resource management, Change management Pages: 5 (1794 words) Published: October 27, 2014
Synergetic Solutions Report
"Just like individuals, organizations experience change as they move through life. Change can happen for a variety of reasons, but in the end organizations change how they do things and often how they are structured to better meet their goals- and very commonly, to grow" (Feigenbaum, 2014). Synergetic Solutions, Inc is a "$6 million company in the business of system integration-assembling and reselling leading computer brands. Two years ago, driven by the stagnating system integration market, Harold Redd, the Chief Executive Officer of Synergetic Solutions, made forays into the network solutions business of designing and implementing complex computing networks. Synergetic recently landed an order worth $1.2 million for designing a network, while orders worth $5 million are in the pipeline. Consequently, the network solution business accounts for 20% of the total revenues of the company, which stand at $6 million at present. Encouraged by this promising start, Harold Redd has made an important strategic decision. He has decided to focus on the networking solutions business and raise its revenues to 80% of total sales" (Human Relations and Organizational Behavior, 2014). Internal/External Forces of Change

External forces that an organization has determine the internal forces that drive the change. In order for an organization to be successful, they must be able to adapt and recognize the internal and external forces of change. The external forces of change within Synergetic Solutions are competition, technology, and customer demands. If a business wants to stay competitive, it must change the way it does business and operates. In addition, it must change what services or products it offers to its customers. Harold Redd, knew that in order for his company to stay competitive he needed to redesign his business and move from just assembling and reselling leading computer brands to the network solutions business of designing and implementing complex computing networks. "Technology is continually changing jobs and organizations" (Robbins & Judge, 2011, Chapter 18, p.590). Technology is a positive external force of change as it improves efficiencies and processes within the company. Investing in upgrading technology also allows the organization to stay competitive as an employee will be able to be more productive. Customer demands are also another external force within Synergetic Solutions. Synergetic "recently landed an order worth $1.2 million for designing a network, while orders worth $5 million are in the pipeline" (Human Relations and Organizational Behavior, 2014). In order to not lose customers to the competition, organizations need to be able to have the capabilities to fulfill their customer's needs. This involves making sure that technology and tools are up-to-date as well as the employees are trained on the new processes. The internal forces of change within Synergetic Solutions are the culture, the organizational structure and increasing revenue. Organizational culture "includes an organization's expectations, experiences, philosophy, and values that hold it together, and is expressed in its self-image, inner workings, interactions with the outside world, and future expectations" (Organizational Culture, 2014). Because of external forces of change like technology, competition, and customer demands, it causes internal forces of change within Synergetic Solutions like culture, for example. Policies, procedures and expectations within a culture sometimes have to be revised or developed because of new processes and new ways of doing business. The employees also have to be trained on these new processes or new employees with the relevant skill-sets to perform the job, will be hired. Most employees within Synergetic Solutions have a limited skill-set, in which they only "have the basic computer assembling and troubleshooting skills" (Human Relations and Organizational Behavior, 2014)....

References: Change Management Consultant. (2014). Kurt Lewin Three Phases Change Theory. Retrieved from http://www.change-management-consultant.com/kurt-lewin.html
Feigenbaum, E., (2014). Define Organization Change. Demand Media. Retrieved from http://smallbusiness.chron.com/define-organization-change-2786.html
Human Relations and Organizational Behavior. (2014). UOP; Retrieved from https://ecampus.phoenix.edu/secure/aapd/vendors/tata/sims/hrob/organization/hrob_organization_frame.html
Organizational Culture. (2014). Business Dictionary. Retrieved from http://www.businessdictionary.com/definition/organizational-culture.html
Robbins, S.P., & Judge, T.A. (2011). Organizational Behavior (14th ed). Retrieved from the University of Phoenix eBook Collection database.
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