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Identify the organization that you have selected to profile throughout this course.
Include a brief summary of the organization (maximum 1–2 paragraphs).
Research the following 4 paradigms:
The economic paradigm
The individual differences paradigm
The human relations paradigm
The cognitive paradigm
Pick 2 of the 4 paradigms. Discuss their early historical significance to the field of organizational change.
I have selected Microsoft as the organization to profile throughout this course. Microsoft is a global technology company with more than 100,000 employees in over 180 countries. The mission of the company is to empower every person and every organization on the planet to achieve more. Microsoft has developed many products and services, including Windows operating systems, Office productivity applications, Xbox gaming consoles, Azure cloud computing platform, Bing search engine and LinkedIn social network.
The economic paradigm is an early historical concept in the field of organizational change which seeks to explain how organizations can increase their economic performance by focusing on cost-benefit analysis and optimizing resource utilization. This considers factors such as labor costs and production efficiency when making decisions about change implementation or management practices (Vishwanath & Taneja 2019). In terms of its importance for understanding organizational change at Microsoft specifically, this paradigm was demonstrated in a study conducted by Almeida et al (2013) which examined how technological changes could be leveraged to reduce labor costs while simultaneously increasing production efficiency through automation methods such as machine learning algorithms.
The individual differences paradigm focuses on examining the way that employees’ personalities influence their behaviors within an organization (Zhang 2016). Early historical significance of this paradigm for understanding organizational change can be seen in studies conducted by Anderson et al (2010), which identified effective leadership styles based on approaches tailored towards individuals’ unique traits and preferences. At Microsoft specifically, this concept was highlighted through a study by Bressanelli et al (2017) which found that personalized approaches towards employee development correlated with increased job satisfaction among team members due to recognition of their individual strengths rather than homogenous expectations being placed upon them regardless of background or experience level.
In conclusion, both the economic and individual differences paradigms proved important early historical concepts for understanding organizational change at Microsoft due to their emphasis on cost-benefit analysis when considering changes as well as personalized approaches towards employee development respectively. These two paradigms offer valuable insight into how organizations should approach implementing effective strategies for transforming processes or structures without disrupting existing operations too drastically or failing to account for human needs during the process.