Organizational adaptation and sustainability refer to the process where an organization evolves to conform to the prevailing conditions inside or outside the organization. Organizational adaptation is an organization’s ability to counter organizational responses to pressures and changes in the internal and external environment. This is an ideal way of organizations to react to opportunities and threats in an industry or competitive market.
Adaptation affects organizational recognition and interpretation operations of environmental changes. Therefore, organizational adaptation is an important aspect in organizations because it helps them become aware of changes and how to deal with them. Firms that have great adaptation ability successfully achieve high performance competitive advantage because they can react appropriately to any form of change. These organizations can minimize their costs, and generate maximum profits based on their current productive ability and resources. Therefore, organizational adaptation is the interaction and interdependence between environmental determination and strategic choice. It helps organizations achieve organizational sustainability.
Scenario planning is a kind of strategic planning used by organizations to develop long term blue prints for the organization. The strategies formulated in scenario planning are usually flexible in nature in that they can change with environmental or business changes. Scenario planning can be used both by local and global planners or organizations. Scenario planning is mostly used in the formulation of internal strategies. This forecasting technique helps the firm develop a road map where different possible options that can be adopted by the firm are considered.
Scenario planning can be used in the global context because it can be used to study different markets. There are many different global markets and strategies a firm can use to enter or operate on the global stage. Examples of using scenario planning in the global environment are when a firm decides to invest in several countries in order to balance risks. Another example is when firms develop a strategy that is flexible and can be changed to form conforming to any business or environment changes. On the local scene, scenario planning can be used by companies to develop a strategy where they can invest in a project whose future returns are known at an early stage. It also enables the firm to develop ways of dealing with different scenarios if at all they arise.
Cultural values are an important aspect of an organization. Cultural values are a set of values or rules that an organization abides by in its day to day operations. The cultural values help influence how the changes in the organization will be conducted. Cultural values also determine the manner in which employees are organized, and the kind of leadership style applied. The cultural values of an organization determine the organization of a firm. If the organization’s cultural values emphasize on time keeping and efficiency in productivity, the firm’s level of organization will be inclined to meet the cultural values.
If the cultural values are focused on decentralized leadership, the firm’s leaders are likely to use the same leadership style to lead the organization. Organizational change also influences the organizational change an organization adopts. All changes will adhere to the firm’s cultural values.
Reconciliation techniques involve comparing different data or information sets, investigating and identifying possible differences then taking appropriate action if needed. Reconciliation methods can be used to conduct change initiatives in organizations. The organization considers the information available on the current initiative, and the possible future initiatives.
Using the reconciliation method, planners can assess whether the existing initiative is effective and whether there is a need to change it. They also compare the current initiative with others then choose the best initiative to implement. Possible initiatives are compared and the best is selected to replace the current initiative.
Social sciences methods of research can be used in initiating organizational change and development in organizations. Social science methods are usually theoretical methods that provide direction and steps involved in initiating organizational change. The social science research is done in the organization to determine whether the organization level of development is effective. The findings are then used to formulate a plan where organizational development can be initiated effectively.
The recommendations and feedback of the social science research are used when implementing the organizational change and development. The problems identified during the research are also dealt with during implementation. Some of the issues of organizational change and development are addressed based on the theoretical research findings. Social science research methods are effective when used to initiate change and organizational development.
Westerners may find it difficult to apply “the Genius of the And” because of several their cultural approach. The western culture is hinged on beliefs. People believe in only one product, they can only choose one of two products. Therefore, people can only select one product by choosing the one they consider is the better on the other. However, the genius of the and is based on the belief that people can choose both products that serve the same purpose to complement one another.
Westerners do not embrace the genius of the and because they believe there can only be one product that is the best of all others. Therefore, they use their preference to select the product they favor. Their belief that products can only be substitutes and not complements makes it difficult to embrace the concept of the genius of the and.
Cultural dilemmas are important in effective change leadership because they influence the direction in which change should lead the firm. Cultural dilemma is a situation where by there are two or more leadership styles that can be used by the organization. A cultural dilemma implies that there several effective leadership styles that can be used to lead the organization. Change leadership must consider all possible cultural values; evaluate their effectiveness and benefits before settling on the best possible set of cultural values.
The relevance of cultural dilemmas is that it ensures that each cultural set of values is assessed comprehensively and their merits and demerits established. This is beneficial to change leadership because it allows the management to compare the best cultural values available with the current cultural values in the organization. It also helps the mangers choose the most cost effective cultural values.
Cultural competency is the level of knowledge an individual has on organizational cultural values. Cultural competency is important for anyone who intends to be an effective change leader. Change leadership requires an individual who can assess different cultural values expertly and establish one that best suits an organization. A good change leader knows the best time to initiate change in an organization and in what manner to conduct the process.
Therefore, cultural competency should be one of the attributes of a change leader. This is because understanding cultural values is helpful in determining the best cultural values for an organization. They also help in determining the timing for organizational change and the implementation process of cultural. For a change leader to be effective, they should have cultural competence to master all these steps.
There are several similarities between scenario planning and strategic planning. They have similarities because they can be used to plan and forecast future performance of the organization. They involve assessing and evaluating ways of improving organizational performance and efficiency. Both focus on the long term future of the firm. However, strategic and scenario planning differ in several ways. Scenario planning involves assessing several possible options while strategic planning focuses on only one option for the firm. Strategic planning focuses on using the current strategies or new strategies to increase organizational efficiency. Scenario efficiency disregards thee existing organizational culture or strategy and focuses on other possible options to replace the existing one.
An example of strategic planning is when a firm plans to increase its branch network in several towns in a country. The company provides a timeline as to when it is to achieve this objective and the manner in which it will achieve it. An example of scenario planning is when a firm focuses on three investment projects or strategies. It assesses their merits and demerits them makes a decision on which is the best and most effective if implemented.
Collins, J., & Porras, J. I. (2011). Built to Last: Successful Habits of Visionary Companies. New York: HarperCollins.
Schwartz, P. (2012). The Art of the Long View. New York: Crown Publishing Group.
Trompenaars, F., & Woolliams, P. (2004). Business Across Cultures. New York: Wiley.