Organizational Structure Simulation
Shyeta McClain-Bitoy
COM/530
September 7, 2015
Robert Beaudry

Organizational Structure Simulation
Since technology is always making leaps and bounds to ensure that tomorrow’s technology is ten times better than today's. It’s only natural that Synergetic Solutions Inc. opened themselves up to a new market that coincides with their internal and external changes. Thus allowing the company to revolutionize itself. By evaluating what leaders need to successfully implement a change, coming up with strategies on how to carry out the change and what type of resistance would be met in the process.
Internally they are facing changes in technology, relevance, and long term foreseen financial crisis for either not keeping up or trying to catch up. With Synergetic Solutions Inc. being a business that caters to assembling and reselling technology that becomes obsolete every six months. They have to change or recalibrate every so often how they handle their products. For example computers no longer have tubes or thirty-pound monitors, and towers are now becoming a thing of the past due to all-in-ones and touch screen options. Ever changing technology has made computers run faster and produce better graphics. For speed with an Intel Core processor, i7 beats out i5 and i3, and for better graphics for gaming or presentations AMD 8 outperforms AMD 7 and AMD 6.
While this just deals with the chips, it’s easy to understand that the structure of a computer changes along with internal elements. In order to keep up with modifications technology, skills, and knowledge used to construct such instruments must change with the times. Like with most companies, it is always an internal struggle to stay relevant. Not only does technology never stop changing but supply and demand has consumers searching for what’s new, better, faster, and cheaper. On the reselling side of Synergetic Solutions Inc., it might be safe to assume that the resold computers are probably refurbished and given an upgrade but not as far as to compete with its latest counterparts. Consumers will only buy an obsolete system up to a certain point there, has to be something about the business, product, and service that keeps the company as a household name.
Same works with overseas outsourcing, most of the companies that Synergetic Solutions Inc. assembles and resales computers for. Can potentially move production overseas for a fraction of the price, more profits and fewer restrictions. In order to understand foreseen financial crisis; take into consideration the lack of technology improvement and losing relevance in the market. If Synergetic Solutions Inc., fails to keep up with the changes in technology then their stake in the market starts to decline which brings about the inevitable. However, if the company chooses to fight before it has a complete downturn. The number of funds it would take for training and equipment updates, just to catch up will surely put the company in the red before it puts them in the black.
Externally Synergetic Solutions Inc. is also facing changes in technology and competition. Computers are not going anywhere anytime soon, but desktops and laptops have become second class technology. With a company like Synergetic Solutions Inc., whose business structure is based mostly on computers it might have already started declining based on the changes in the market these past few years. There is an ongoing technological battle to see which new device will reign over all. Whether a person is a business executive, college student, teacher, stay at home parent, kid or regular old Joe they all have a computer at their fingertips. Cell phones, tablets, and even televisions all function as a fully operational computer. Intel has recently come out with a stick much like the Roku or chrome stick, but the Intel stick turns any HDMI outlet on any viewable machine into a computer. Allowing consumers to switch from using their twenty-seven-inch desktop to using their sixty-five inch 4k television to type up school papers and business contracts.
Not only is Synergetic Solutions competing in the field of technology but the competition in supply and demand can potentially leave them far behind the curve. As mentioned in the internal changes overseas market allows for more men power, less employee compensation and fewer government restrictions and legislations. Synergetic Solutions Inc., only has 300 employees mostly in sales and service, but only a few of the 300 are advanced skilled and classified as specialists. All other employees are only trained in basic computer assembly and troubleshooting. Other companies in the same field as Synergetic Solutions Inc., with more properly trained employees, proves to be fierce competition.
With Synergetic Solutions Inc., being aware of the internal and external forces of change and using them as a driving force to transform their business to included network solutions. There are some factors leaders in the organization need to consider in order to successfully implement a change strategy. First emphasize the importance of the change and why its needs to happen sooner than later. Second communicate to the whole organization which direction the change is supposed to go and how necessary it is to keep employees involved. Third take the time to review and revise company processes to eliminate any halts to development. Lastly motivate, offer employees incentives to help keep morale and productivity up for success.
To accurately see a change through it might be useful for Synergetic Solutions Inc., leaders to follow Kurt Lewin’s three-step change model. One unfreezing by changing the structure of the company and moving it in a different direction. Synergetic Solution Inc., has broken its own status quo and created change and development. Two movement; putting procedures in place to thrust the company forward into the appropriate direction. For instance making sure that employee involvement and technology is always the top concern. Leaders should assign groups to help employees’ better grasp the transition from one function to another. Each group should have a designated leader to evaluate employees’ capabilities and knowledge levels, and someone who hears all concerns that employees have towards the change and offers solutions to fix any problems.
Technology and software should be largely invested into, to aid in the growth and development of the groups. Leaders should also implement industry benchmarks and make sure all certification for the change to network solutions is obtained. Employees should be equipped with the necessary training to perform the new tasks expected of them. Since training will take time and money, specialist educated in the field of network solutions should be hired at a competitive salary. To keep morale and productivity from dropping due to the new hires bonuses for improved performance should be offered to all employees. Once everyone is working hard collectively, and structure is sound; then employee productivity will be high, and change will not be too far from being fully implemented. The last step which is refreezing can begin; at this point the change to included network solutions as part of the companies dynamic has been implemented. The procedures are paying off all though they did not come without resistance, but the new duties have become part of the everyday process for all employees making the change permanent.
Even though Synergetic Solutions Inc., used the three-step model to accomplish a favorable outcome, let’s review some of the resistance that occurred before full integration. Once a person has found their niche they tend to get stuck in their ways and habits start to form. In the workplace, habit resistance comes from the threat that; the functional world a person creates to help them cope in a work setting is now being torn away from them. So they try to hold on to what they know because even the slightest change throws their system off. Next is economic factors people will refuse change for the fear that if their job description or duties change. They will no longer be able to perform the tasks that is expected of them, and they will be downsized.
Another resistance is fear of the unknown; this runs hand and hand with habits and economic factors because fear drives both. Fear of the unknown causes a person to create habits allowing them to make themselves an unbreakable routine. Where they are in control and everything goes at their own pace. When threatened people experience self-doubt and fear of job loss. Next resistance is the bad news filter, selective information; this resistance lets employee’s filter out parts of the change they don’t like and only adhere to those they do. This way when change is forced upon them they do just enough to get by but never fully accept the implementation. Last is group inertia; there is no surprise that this is a resistance most people dislike working in groups, and will bump heads every time whether it's a personality clash or disagreement on issues. Individuals generally want credit and to be recognized for what they do independently; so therefore they resist working in groups for fear that their work will not be recognized by the company.
The best way for Synergetic Solutions Inc., leaders to manage these areas of resistance is to educate and communicate, build support and commitment, and select people who accept change. As far as habits, economic factors, fear of the unknown and selective information goes the best managing tool would be education, communication, building support and commitment. The leader should communicate to the employees that it’s not just them the company as a whole is scared of the change. Nothing is certain, and this is a new market they are entering into and until they find they niche things are going to be a little rocky at first. With thorough education and open communication throughout the entire process, things can move along smoothly. As well as building support systems to allow employees to talk through their frustration and anxiety. Managing group inertia is all about selection a good leader will know their employees, and balance out most groups with those who accept change and those who do not. At first it will make waves and cause conflict but it will also give time for those who accept change to persuade those who do not.
Synergetic Solutions Inc., is a good company that provides a great service, but the opening to improve, expand and embrace change. Gave them something they never had before a break from being stagnant. Network solutions has afforded Synergetic Solutions Inc., the option to reinvent themselves as something new and proved that when put under the pressure with the right leadership. The company not only excelled, but it thrived just not in the new market but also in the structure and function of its people.

References

Robbins, S. P., & Judge, T. A. (2011). Organizational Behavior (14th ed.). Retrieved from The University of Phoenix eBook.