Organizational Life Cycle Model : Xyz, Inc.

The development process of any project has specific phases which are known as project life cycle. Usually each project has five phases which are named as: 1- Analysis 2- Coding or Development 3- Testing or Validation 4- Deployment and Integration, 5-Maintenance.

The five phases of the program life cycle are formulation, organization, deployment, appraisal, and dissolution. In your own words, describe the appraisal phase and how it aids in planning, identifying, and resolving specific cost, schedule, or quality problems associated with the program

Organizational structure. Need for expanding size of executive management team and adding new corporate layers in the corporation.

Starting with top management since the CEO will not be involved in solving minor issues in the company. For employees that are also in Al’s position, these changes will give them more authority and control over their decisions since they will have more confidence when contributing with their opinions and points of view. This solution will give the organization the opportunity to become more united. Even though each business unit is separated by functions and have different responsibilities, they will be consolidated under a single vision and similar objectives that will make it easier for them to be

4. Reorganization at the management level in order to keep a clear focus, shorten lines of communication and build an efficient management team.

The organization has five stages of group development. In the forming stage they have identified that there is a

This study will examine Marks & Spencer, a retailer in the United Kingdom and will utilize the 8-Step approach of Kotter in addressing organizational change. Marks & Spencer has more than 375 stores and 11 million shoppers each week and employs 66,000 workers. The company is one of High Street's best known companies however, Marks & Spencer, for a long time unchallenged, has undergone a chain of management and corporate structure changes due a decline in their sales. (IBM Ltd. 2005)

Organizations go through different life cycles similar to those of people. For example, people go through infancy, child-hood and early-teenage phases, which are characterized by rapid growth over a short period of time. Similarly, Organizations go through start-up, growth, maturity, decline, renewal and death. Employees in these phases often do whatever it takes to stay employed. (Ciavarella, 2001)

The four functions of a manager are planning, organizing, leading, and controlling. These are key elements that managers must understand to run a successful organization. I will view each concept as well as their roles to acknowledge how these functions have been related to my personal experience in the work environment. Behind the scenes of a manager, they spend an equal amount of time planning so that he or she can successfully achieve the leading and controlling functions. These functions are standard for any industry that is striving to maintain a strong organization. While reviewing this paper, try to think of the four functions as a method that is established to build on each other. The four functions must be performed efficiently, and when done correctly, an organization will reap the accomplishments from a well-defined plan. My own experiences of how the four functions operate illustrates that each role requires a manager to devote time and patience in order to ensure that the main principles are achieved.

Early theories and empirical studies have identified various organizational life cycles. Many authors who have addressed the topic of developmental phases have presented different models. As a result, when researching this topic one will find differentiations between the numbers of phases within an organization's life span. Some models identify three stages, others four or more. However, regardless of the number of life cycles, what we know is that these cycles are: "sequential in nature; occur as a hierarchical progression that is not easily reversed; and involve a broad range of organizational activities and structures" (Gupta & Chin, 1994, p. 270). The following will examine four fundamental

Model for organizational development is a continuing process of long-term organizational improvement that consists of several stages this model emphasizes on a combination of individual, team and organizational relationships. The first phase is anticipated need for change which states that before a change can be done there has to be a need. The manager of the organization must feel that there is a need to change and he must adopt new ways for a change to be productive. The second stage is developing the practitioner-client relationship which means that after the group has identified a need for change the organizational development practitioner enters the system and a relationship begins to grow between the practitioner and the client system.

The solution adopted by many companies is to move toward greater delegation. Yet it is difficult for top managers to give up responsibility. And lower-level managers are not accustomed for making decisions for themselves. As a result many companies struggle during this revolutionary period, because many lower level employees leave the organization since they stick to centralized methods.

There is a strong relationship between structure types of an organization and its organizational life cycle. According to Friend (2016) Organizational structure is a system used to define a hierarchy within an organization; It identifies each job, its function and where it reports to within the organization and this structure is developed to establish how an organization operates and assists an organization in obtaining its goals to allow for future growth. In relations to organizational structure, we have to talk about the organizational life cycle. As Maurer (2016) states organizational life cycle (OLC) is a model that proposes that businesses, over time, progress through a fairly predictable sequence of developmental stages; this model is linked to the study of organizational growth and development and It is based on biological metaphor of living organisms,

Transformations / changes define the longest organizational life period and are required to adapt to continuous environmental change. This process is triggered immediately after the occurrence and action of "natural selection" open or block the organization 's evolutionary path.

1) Infosys Technologies Ltd. is in the formalization stage of the organizational life cycle stage. According to Daft (2013), the characteristics of formalization stage include incentives based on the profits of the company, the use of rules, procedures and control systems and less frequent communication (p. 359). This can be widely witnessed in the working culture of Infosys. The Top management of Infosys is concerned with the issues of strategy and planning, the middle management generally is held responsible for running the operations of the company. The middle level of the management ladder witnesses much of delegation under the control of the immediate seniors, and thus there is delegation with control. Even though, few characteristics of the work culture resemble those characteristics of the elaboration life cycle stage such as multiple service lines, institutionalized R & D departments and the repeated replacements of the top management. The characteristics like goal, top management style, reward and control systems are relevant of a formalization life cycle stage.