Business Model Dilemma of Technology †Free Samples to Students

Question: Discuss about the Business Model Dilemma of Technology. Answer: Introduction: It would be correct to say that the social and the technical systems must work together to have the best result for any organization. We can take various examples of organization where social and technical models are implemented together. Lets take the example of BHP Billiton, which is a large organization in Australia. The company has a strong agenda of helping the society as a part of Corporate Social Responsibility. The management of BHP wants to use technical expertise and system to maximum possible extent so that the social benefits could be delivered to society. The best outcome of the organization is to maintain a balance between profitability and social responsibility. The successful organizations are one that is accountable (Chesbrough Rosenbloom, 2002). The accountability towards the society or the social dimension suggests that organizations should have a plan to contribute towards the society. BHP Billiton uses a practical and standardized approach to integrate social an d technical system. The company has developed a strong ERP system, where different functions of organizations are integrated. These integrations ensure that social and technical objectives of BHP Billiton are met. I believe that one of the best examples of social and technical system working together would be when organizations uses integrated technology and latest technical platforms like mobile, cloud computing to solve societal problems. The integration between the social and the technical system is useful for various internal and external stakeholders of the organization. The large organizations like BHP Billiton have developed a two-way communication channel between the organization and the external world and it enables the organization to keep a close watch on societal objectives. The desired objectives for the perfect mapping between the social and technical objectives are achieved when different internal and external stakeholders work together (Boons Montalvo, 2013). I believe that it is important to create and establish a system of feedback where the external stakeholders can give continuous feedback to the internal stakeholders of the organizations like employees. At the same time, the management of BHP Billiton should ensure that its efforts are not wasted to bring different stakeholders together. In fact, one of the objectives of mapping between social and technical platforms is that the organizational overhead should reduce. Describe your workplace (or an organization you know well if you dont have a job) from a systems perspective (Week 2). Briefly mention the organisations size, sector and product/service, age. Reflect on its structure and design; how the parts of this organisation work together to achieve outcomes. In your opinion, how effective is the managerial subsystem in your organization? Provide an example to support your opinion. Lets talk the example of Qantas Airways. For Qantas Airways, the objective is maximum customer satisfaction and their approach is based on Customer First. The organization has been using system model and system perspective to manage its operations. The system perspective or the system model is a powerful model that large organizations can use. This model provides a singular view of the organization. With this model, the organization is considered as a single system and all the functions of organizations are considered internal to the organizations (Pandey Kumar, 2016). The system view helps the organizations to have a single touch point with the market. It eventually helps the organizations to behave like a single entity. The approach of single entity helps organizations to have effective relationship with the outside world. I believe that it is never easy to implement the system thinking approach. There are various challenges to implement the system thinking approach. I can say that Qantas Airways is one such organization that has been able to implement the system thinking effectively. However, it does not mean that all the organizations would be able to master the art of critical thinking. One of the basic requirements or prerequisite of critical thinking is that different departments of the organization should work together (Bas, 2014). The organization may not be able to master the art of system thinking if it is not able to take entire organization as a single system. In the classical terms, organization as a single system means that the entire organization should have a common vision and common set of objectives and all the employees of the organization should have a common vision to achieve that objective. It is also important to mention that it take time for organizations to implement the system thinking approach. For the implementation purpose, organizations should start with an assessment phase where the organizations readiness about the system thinking is judged (Martinuzzi Sedlacko, 2016). Once the assessment is done the next phase should be framework development phase in which a framework should be developed to bring the system thinking in the organization. While implementing the system thinking approach, it is important that organizations must have a long-term plan in place. Reflect on Human Resource interventions (Week 5) as a means of organizational improvement and complete 1 of the questions below: Have you ever participated in any HR interventions designed to build interpersonal skills, such as team-building? How was it carried out? How effective was it? If you have not been involved in any such interventions, choose 2 HR interventions discussed in the lecture pod that you think have the greatest likelihood of improving organizational performance. Explain why you chose each one. There are various types of HR interventions that organizations can use to improve the performance. Simple defined, HR interventions are the set of practices that human resource managers use with the objective to improve the performance of organization. According to me, the two HR intervention that has the maximum impact on organizational performance are leadership development programs and performance appraisal interventions (Nayak Sahoo, 206). The leadership development programs are important because the growth of the organizations depends on the enthusiasm exhibited by the leaders. I believe that leaders are like and engine and more powerful the engine, more powerful the organization would be. I feel that the leadership development program or leadership intervention is a wide term. If we talk about specific interventions under leadership programs then it would be things like 360-degree feedback system, two way communication, etc. The focuses of leadership development programs are to provide a platform where leaders can continue and develop their skills. It would not be an exaggeration to say that leaders should be effective so that leaders can get the best work done from the employees (Sheehan, 2014). In the end leaders should be able to take responsibility of the team members and employees. Therefore, for organizations, leadership development interventions are the one of the most important interventions that organization s can have. The second intervention would be performance appraisal intervention. It is important that the contemporary organizations should involve themselves in performance based management system. The performance based management system would ensure that organizations are not biased towards employees while doing their performance appraisal. It is important that employees should realize that employees are the most important assets and therefore investment should be made to develop and implement a robust appraisal system. An active and unbiased appraisal system would ensure that employees can have their trust maintained towards the organization. It is critical to get the trust of employees as the growth and development of organization depends on the support shown by the employees. I particularly like the performance appraisal intervention as I believe that performance appraisal is one of the most important thing for employees. In an organizational setting, employees may work for number of factor s. However, it is the tendency of employees to be known for their work. Employees love rewards and they would have further motivation to work if their efforts are being appreciated by the management. Moreover, one of the key aspects of performance appraisal is monetary awards. People want a fair and just compensation for their rewards and they want that their salary should increase with each appraisal cycle (Tongur Engwall, 2014). This justifies the need of strong appraisal system and consequently the need of performance management appraisal system. References Bas, E., 2014. 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