Introduction 

Any system that has an interaction with the environment that is external is known as an open system. Open system is often termed as flow system (Dutt et al. 2016). The open system theory is applicable across many dimensions ans was first developed by Ludwig von Bertanlanffy who was a biologist. The concept of the systems theory has been adapted by the organizations helps in recognizing that the system is assembled by the parts that share resources internally as well as with the external environment (Adebisi, Adeku and Oyedele 2018). The interactions made can take any form and the information present can transfer into or out of the boundary of the system depending upon the discipline in which it is present (Hon and Lui, 2016). This section of the report will argue about the application of Nadler and Tushman’s open system model to an organization like Nokia and the strengths and weaknesses of the model and the organization’s failure to adapt the changes.

Reason of NOKIA’s failure

The main cause of Nokia’s failure was due to the lack of innovation in its product. The company failed to manufacture something unique for the customers where the other competitors like Apple Inc. was able to make innovations with the product they had an hence flourished in the market (Swanson, 1994). Though Nokia tried to improve many of the things in their Symbian OS but still failed badly due to lack of producing something unique (Amabile, 1996). Similarly, with the ‘Thomas Cook’, the company failed to cope up with the changes and face the competition in the market. There were other disruptive factors and many political issues and these resulted the sealing of the company (Mohr, 1969).

On the other hand, if we look at the Timpson, their key to success is the ‘never stopping’ and always doing something ‘innovative attitude’ which helped to maintain the rate of success constant. The company was successful because it did not resist to change and adopt the changes of the eternal environment. This helped them to be loyal with the customers and the customers did the same. Besides, the company was also able to adopt the changes that were internal.

Applying Nadler and Tushman’s open system theory

The system that has an interaction with the environment is known as an open system. It helps in producing a set of elements that are interrelated in nature (Amis 2018). These are the elements that help the system to find inputs for the stem, transform them through the transformation process and finally the end product or the output is generated.

Using the open system theory here will help in finding out what were the reasons for the failure of the organization ‘Nokia’.

The environment of ‘Nokia’ was highly bureaucratic in nature and this was resisting the company and was interfering in the cross communication and innovation process. There was a lack of flexibility with the company and this was the biggest cause for the company to be inefficient (O’Reilly Nadler and Tushman  2016).

Nokia was stuck into the era or period of a broken equilibrium. This was the reason that the organization ignored the technological innovations and changes taking place outside the organization as there were many risks that were perceived and which out weighted the benfits that were potential. The current technology of the organization was not improved and there was a lack of the efforts that were self-acknowledged. The market changed dramatically when Apple Inc. came to the market and released its product iPhone. The Apple Inc. as able to make all the changes that were technologically required and also an innovation in the product was seen by the customers which was lacking on the part of Nokia.

Failure was also observed in the transformation process of the model. There were many inputs which the company failed to turn them to the required and desired outputs. The company could have moved forward by making little or very small alterations with its product according to the incremental change theory. The company must have made changes in the components or the activities that required the incremental change .This would have helped Nokia to develop and perform better. The people in the organization resisted to change as they have perceived that the change occurring will be a threat to them and there was feeling of job insecurity.

The model used above that is the congruence model by Nadler and Tushman was basically a rigid template that was used for classifying the observations observed.  Any decision of the manager was not restricted through this model. There was no specification of a particular approach for the design and structure or the organization. The model in fact also helped the companies to give a thought on the impact of change on the organization.

This model takes long and is very expensive for some businesses that have a global presence and several business units with many employees. There is no specification of the direction to follow by the managers thus a problem is faced while incorporating group dynamics into the organizational analysis.

The implementation of this model helps the organization to identify the type of problem the organization is going through and then plan an action based on the problem faced (Reed, Tushman and Kapadia 2018). Changes in on particular section may have and equal and adverse effect of change on the other sections as well. Therefore, it is important to make more emphasis on the transformation process of the model.

SDG 16

Sustainable Development Goal’s main aim is to promote peaceful and inclusive societies for the sustainable development and provide access to justice for all and build effective, accountable and inclusive institutions at all the levels present. Nokia has realized the impact of sustainable development while working with the stakeholders present. The sustainability and the purpose are embedded in the way operation takes place in Nokia. The responsibility of the actions and the impact on the word is taken by the company and is also involved in mitigating the risks that technology has on the environment.

Conclusion 

Organizational changes are common yet very important and it should be kept in mind that the organizations must adapt all the changes be it external or internal. It is all about the change in processes, technologies and cultures of the organization. The theories based on these helps in implementing the innovation by making modification on the structure of the organization. However, the changes can vary depending upon the type of innovation that is being introduced in the organization.

Part 2

This section will argue that what are the major problem faced by a team and what are the strengths while working together and the team interventions that are powerful and help the tea to perform better.

Applying Hayes changing model

Many challenges are faced when a new team is built. In case of the Fizz management, people who were working in different were now made to work on a single team that incorporated diversity. Most of the members in the team were ready to accept the changes (Stofferahn et al. 2019). However, James was not very sure of the change happening as there was a lack of trust according to him.

Therefore, coaching style will the best fit for this team in implementing and support the change that occurred at Fizz management. Using this style will help in developing the individual’s skills (Stofferahn et al. 2019). Certainly, if there is resistance in change it would be difficult to execute coaching style.

 For team management, first phase will include the interviews that are confidential. Second phase will be responsible to build concrete business goals as this will help Fizz management to make a focus on the strategic drivers of the business. Third phase being the approach to coaching which would be a continuous process that will help in developing the skills of employee at Fizz management. The final stage will include the follow-up stage which demands feedback from the employees regarding the coaching and its impact (Stofferahn et al. 2019). Fizz management be aware of this and adapt the ongoing changes.

Problems faced in a team

Building a new team is a bit problematic for Fizz management as the members of the team were already owing various parts of the company and now coming together as one. Therefore, it becomes very essential for Fizz management that the team has responsibilities which is a shared one and the motive of the individual must connect to that of the team’s motive (Lacerenza et al 2018). There implementing a change and having high receptivity of the employees is of utmost important. Some interventions could be made in the team that would help in understanding and implementing the change in a better way (Van Aken and Berends 2018).

The first intervention could be the use of GROW model. This is the most simplest and popular technique of coaching provided to the employees of the organization. This model helps a diverse group of people who come from various backgrounds and have different experiences and abilities to succeed (Rumbold, Fletcher and Daniels 2018)..  Therefore, the GROW model could be used and will be helpful in creating the goals that are new and then work towards them to attain.

The second intervention could be taking advantage of the coaching technique in a team. The process involved in this building of a team is also known as team management. This intervention also helps in improving the focus of the team to accomplish certain goals and objectives (Giuliante et al. 2018). This team management process could be done in four phases. The first phase includes the interaction of the internal and external staffs by carrying out several assessment interviews. The second phase is about the making of a team charter that would help in building and developing business goals that are concrete for the organization. This will help all the members in understanding each other and perform better (Szabo and Panikkar 2017). The third phase includes the approach towards coaching. This approach could be made by the employees to the seniors or the leaders of the group. The final phase is about the follow up that checks if everything is going as planned or not (Bredahl et al. 2015). This could also be referred as a feedback phase that help the senior to understand the loopholes and areas of improvement (De Jong, Dirks and Gillespie 2016). Therefore, a 360 feedback approach could be made in having the feedbacks of the employees under the leader undergoing change.

Team performance model 

At the end, linking all these interventions with that of the team performance model, the key factor required in building a team is trust (Lyubovnikova et al. 2017). If there is no trust among the employees and the leaders of the team, all the functions that are planed could be executed as thought (Helmreich and Schaefer 2018). The amount of redundancies in a tema is the highest and it is very critical to control the emotions of the team. Therefore, making necessary changes would help in realizing the importance of team management and will also help in taking all the employees together and cross the hurdles that come.

Part 3

This part of the section will argue about the problems faced by the middle managers in implementing change in the team and the organization and the powerful interventions that are required to help the middle managers to effect the change (Balogun and Johnson 2004).

For any organization, middle managers plays a very important link between the senior leaders and the ground staff they are considered as the backbone of the organization and has a very crucial role to play in the organization (Kanter 1982). The middle managers are responsible for implementing the strategy in the organization and also has a huge role to play in the organization (Currie and Burgess 2017). A pipeline of future leaders to the organization is provided by the middle managers of the organization (Engle et al. 2017).

Being a middle man or the link has always been the toughest job that any manager does. There are several problems faced by the middle managers of the organization (Mantere 2008). A lot of time is taken by these managers to settle the type of leadership they want to implement and follow inside the organization (Fenton‐O’Creevy 2001). Therefore, the transition of worker to manager is time taking and complex. Team management becomes tough for the managers as they are new. It is very important that the managers are able to motivate the members of the team in order to withdraw all the aspects that are required for the better performance (Harding, Lee and Ford 2014).

The above situation can be better understood by the distributed leadership model (Gardner 1987). This model helps in making a conceptual and analytical approach in order to understand the work of the leader taking place between the people and a complex organization (Balogun and Rouleau 2017). This will help the leaders to mobilize the expertise that the leadership has and this will generate several opportunities for the change in the organization and thus will improve the capacity of building the change in the organization (Giangreco and Peccei 2005).

There are many team building interventions that can be inculcated in the team in order to have a team that is better and enthusiastic. There are many pitfalls when it comes to team and the biggest is the lack of trust among the members of the team. The strategies for team building interventions will help the teams to avoid the pitfalls encountered and will also help in recovering from this pitfalls.

The middle managers acts as a bridge between the strategies of the organization and its execution. If any change persist the middle managers are the one that facilitate these changes ad help in creating an environment that is effective and that needs a change to be implemented (Cunningham 2017). Therefore, it is essential for organizations to have middle managers who are capable of monitoring the performance and makes sure that everything is done in compliance with the need of the organization (Ukil and Akkas 2016). For any team to be effective there are certain characteristic that must be followed. An effective means must have a clear vision and a clear thought of what is to be executed and must possesses a structure that is result driven.

 A team is only effective when it has members that are competent and capable of taking up the roles and responsibilities of the organization.

Team interventions are equally important and effective. Team building activities helps in keeping work teams intact in formal groups (Wagner, et al. 2017). Task accomplishment is also focused by this team building interventions which helps in understanding the positions of team individually. These interventions also helps in improving the interpersonal relationships and maintain that effectiveness in the team for long (Körner et al. 2016).

There are many tools and techniques used by the team for making interventions and could also be done through the role analysis technique (Johnston et al. 2018). This technique helps in understating the expectations of the individuals in the team and then a set of activities is classified accordingly. There is another technique called as the interdependency exercises through role negotiation techniques (Maduka et al. 2018). The main reason for this team intervention is to collaborate, co-relate and to co-operate with the team to achieve high performance results.

Therefore, it is observed that team interventions are very important for a team to grow and learn at the same time. Besides, it is important to have an emotional intelligence as well as this will help in achieving success in the workplace and also will improve the motivation and type of decision making. It is important to understand the issues that are specific and the manager’s roles to play and this could be only possible if the ownership is provided to the managers and the team members and are treated equally.

Part 4

After doing all the parts I understood the importance of change and adapting change. It is very important to inculcate the changes that are external and internal. This helped me to understand the importance of setting a goal and then following it. It helps in identifying the importance that goal as in our respective lives and keeps us focused towards anything we do.

I realized that I need to focus more on developing the interpersonal skills and also the skill of communication needs to be enhanced. According to the Kolb’s learning style there are four descriptions of learning that includes feeling and watching that is the diverging learning, then comes the watching and thinking which is the assimilating. Converging is the process of doing and thinking; accommodating is the process of feeling and doing. All these structure help in getting a knowledge of what is right and what is to be done.

Adaptability is very important as it helps in increasing the rate and chances of succeeding in future and helps in achieving the goals at a faster rate. Therefore, I think this must be adopted by me as well which will help me by giving a scope of performing better in every field. Adaptability helps any person to handle the situations faced by them and then provide a solution accordingly. Identification of the problem is most important thing that any person will want and then critically analyse it and accordingly produce the outcomes of the things analysed.

The five goals that are important for any individual are the SMART goals which stands for being specific, measurable, attainable, relevant and time bound. These qualities will help in making a base for the better decision making of ours.

These qualities are important as it helps in identifying the reality and then make a decision that is based on the goals we have set and are specific in nature. It also helps in building a story that is better and then try to accomplish them. These qualities are very essential for having success in the long run. As goals are very important aspect of life they help in providing a path or direction to follow and be focused and clear. All these criteria will help to increase the chance of achieving success for the longer run.

Hence, a timeline must be defined and that must be followed in order to create an urgency required to complete the given task at a given point of time.

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