Report on Dynamic energy is Saudi based company

Dynamic energy is Saudi based company that is founded in 2002 and deals in the oil and gas as well as petroleum in the sector in which most transactions are deal with the Gulf Countries. Dynamic energy is making progress in the field of gas and petroleum with the assistance of famous technology partners and manufacturers in the market. The company is engaged in the increasing use of technology in the field of gas and petroleum which will take the company of the heights the success. Dynamic energy is doing business in such a way that it would provide safeguards to the employees and other stakeholders to gain sustainability in the market to compete the competitors such as Gulf countries. It is an ISO certified company and registers to follow the guideline for the Foreign Corrupt Practice Act (FCPA), which could act like it is fulfilling all the requirements which are needed by the competitive market. The moral values of the company are to get integrity, decisiveness, strong work ethics and optimization of fun (Boehr, McElheny, Dyson, & Wright, 2006).

Vision statement of Dynamic energy is Saudi based company

“Strive to be the leading Saudi supplier and exporter of the technology application in the oil and gas industry in the Middle East.”

Mission statement of Dynamic energy is Saudi based company

“To give a prediction about the oil and gas industry to get a cutting edge to solve the problems. To build the workforce readiness for change e which could face the challenges with technology partners and get reliability about the work.”

The change in the organization of the dynamic energy represents that each employee plays an important role in the success of company. Their work experience shows that the team is eager to work in the culture which is provided by the dynamic energy. Dynamic energy was converted into dynamic energy solutions, which bring diversification in the economy and build new finance and corporate projects which are used to be maintained in the organization. It introduced the projects which are based on the improvement of the system, which are enough to gain the sustainability in the market to operate its functions with efficiency (Oh, Krishnamachari, Liu, & Niu., 2011).

Change in the organization is not an ignoring factor that could be ignored by noticing it, the change in the organization is most likely happen due to the use of technology as technology is the element which is changing with the passage of time and organizations have to change its strategies to compete the market. Some management is keenly concerned with the change, but in some cases management does not agree with the changing factors. The pace of progress has expanded significantly; humankind wandered the plant by walking or in horseback for quite a long time before the development of the wheel and its consequent 'innovative union' with the bull and horse. In other 'short' century man has flown a heavier-than-air airplane, steered shuttle, and strolled on the moon. Satellites orbit the earth, the inner ignition motor has ruled vehicle, and some would state-society moves; robots are a reality and condition-of-the-art manufacturing offices look like scenes from sci-fi movies; your neighbor or contender, mechanically, could be on the other side of the planet; and bio-innovation is the study of things to come.

Makers never again essentially fabricate vehicles, they now distribute them through refined vendor systems offering attractive servicing courses of action and give a scope of financing alternatives, many of which are connected to an assortment of protection bundles. Utility enterprises now offer undeniably more than their unique center help. This, consolidated with the general capacity to repeat both 'hard' and 'delicate' advancements within ever reducing time scales, places, and innovative and effective management of progress well towards the highest point of the center competencies required by any open or private enterprises. How would we be able to oversee change in such a quick-moving environment, without losing control of the association and existing core competencies? There are, as one would expect, no simple answers and certainly no outlines enumerating the prescribed procedures. Structuring, evaluating and executing effective change methodologies to a great extent rely on the quality of the supervisory crew, specifically the group's capacity to design the association to encourage the change procedure in are sponsored and dynamic way (Boudet, et al., 2016).

The change may be planned or unplanned or may be of different kinds, which are adapting to the requirements of the company. The dynamic energy is eager to change the use of technology, which will affect the stakeholders from different perspectives. As manager of dynamic energy there may be different perspective which will affect the performance of the company.

Description of your role as a change agent of Dynamic energy is Saudi based company

A change agent is person or individual who is connected with the organization inside or outside. Briefly we can say that it may be a stakeholder who is connected with the organization and being influenced by the activities of the organization. As a change agent, manager has to fulfill the role requirements which has to perform the activities related to the organizations. Following are the role of manager as change agent which is performed during the change intervention:

·         Background information of Dynamic energy is Saudi based company

As a change agent, you should be well-aware of the change in the organization that you know how the industry is making progress with existing resources and where it is required that to change the policies in the relevant organization. As you are manager of the dynamic energy that you should be able to perform the management actions and know about the methodology and practices o0f the business in the market.

·         Advocacy of Dynamic energy is Saudi based company

Whenever the organization adopts changes, it requires that there should be a person who could speak in favor of changing policies so that the change could be accepted by the other stakeholders. As a manager you have to perform the role of advocacy that you are supporting the activities of the organization and assist the other people in engaging with the organization efficiently.

·         Encouragement of Dynamic energy is Saudi based company

When the change is adopted by the organizations, it affects the activities of individuals who are engaged in the activities of the organization. In dynamic energy, when there is a change in the company to use the advanced technology in the refinery of oil and supply of gas, the manager has to encourage the new policies so that the employees and the workforce that they could get interested in these policies. The personal implication of changes by the manager will encourage the employees to get involved in these policies.

·         Supply of Facilities of Dynamic energy is Saudi based company

As a manager in dynamic energy, the manager must facilitate the workforce and customers to provide all kinds of facilities in the organization. If the change is related to the system or the design of the tools, the manager facilitates the employees to get familiar with the new system and to implement the new policies.

·         Mediator of Dynamic energy is Saudi based company

Different groups are affected by the change in the organization, which is related to the various priorities. The manager performs the role of mediator between the different parties to see the conflict situation and to resolve the issues in getting specific goals. He has to improve the strategies to understand the conflict increased due to change in management.

·         Advisor of Dynamic energy is Saudi based company

The manager performs the role of advisor which builds to create the authority in the organization with new methods and policies. Sometimes there is knowledge to transfer the meetings in such a way that it could be understandable by the workforce of the organization for change.

·         Manage of Dynamic energy is Saudi based company

When there is a change in the organization, which is adopting the change in the specific project. The manager tries to keep the workers to be accountable to get reasonable goals to get maximum satisfaction. The manager of dynamic energy performs the role to save the organization to go in loss while adopting the change which is determined in the changes (Edgar H. Schein, 1996).

Identification of what exactly needs to be changed in the organization through using a diagnostic model

A successful analytic model enables recognizing dependable information to assist customers with bettering comprehend their organization's qualities, insufficiencies, and open doors for development, to later expressive a focused on mediation and estimation system. To viably improve authoritative execution, just as individual and gathering advancement, Organizational change specialists must be learned of quantitative and subjective techniques, just as the diverse conclusion models to pick the most fitting, given the mediation's destinations, assets, and hierarchical culture and setting.

This report analyzes two significant hierarchical demonstrative models, and thinks about and differentiate their application and handiness to help the usage of OD intercessions. The six-box model, a well-known and simple to utilize model, focuses on the analytic examination on six authoritative elements: the association's methodology, structures, rewards, inward connections, supportive instruments, and administration. This model could be applied to the change intervention in dynamic energy. The subsequent model, the sharp-picture analytic, creates explicit models to fit the qualities of the intercession. The model incorporates four stages to filter the association and recognize basic zones for nearer assessment. Both indicative models get from the activity inquire about approach and include customers over the procedure to get satisfactory duty and backing to consequent execution and estimating stages. The model exerts the information that relates to the discussion of what factors should be adopted by the dynamic energy to get change intervention in the organization. With the increase in change in technology use the selection of the model which is considered diagnostic model of the dynamic energy. The model shows that there may be change in the management process despite change in the technology so that the management could evaluate that in which circumstance organization needs to be changed in the total process of managing the organization. The changes in management increase the efficiency of the organization, which are considered as compulsory to take in the internal and external progress of the organization (Venkat, Venkatasubramanian, Rengaswamy, Yin, & Kavuri., 2003).

The organizations are based on the aspects which are collaborated in the responding of the actions of the organization. There may be some external and internal factors which are affecting the organizational change these are in follows:

·         Political forces of Dynamic energy is Saudi based company

Political factors could influence the organization in different ways such as the relationship with the government and another stakeholder in the market. Several laws and regulations are necessary for corporate in a sector. The political organization readiness for change in the country could affect the work of organization as the managers of the dynamic energy take into consideration that how the government is going to deal with the innovative technology which is affordable by the company in existing political conditions.  

·         Market condition of Dynamic energy is Saudi based company

Market conditions are no more considered as static in the market. The organizations are most likely to deal in the market with changes. It could create a tough competition in the market between the manufacturers and suppliers who are the main stakeholder of the company. The supplier will affect as the dynamic energy has changed the technology which they were using in the refinery of oil.

·         Technological factors of Dynamic energy is Saudi based company

It is the main factor of the change in the dynamic energy as the management has decided to change the technology used in the oil and gas industry, they prefer to use solar solution in the energy factor, therefore, it is being considered that this external factor has pushed the organization to adopt the change in the organization.

·         Change in management of Dynamic energy is Saudi based company

After the analysis of external resources, there may be some internal factors that are used in the change in management so that it could be transferable in the practices of the company. For this purpose the organization maintains a relationship with work organization readiness for change e more formal so that it could implement the policies in best way.

·         Deficiencies in the policies of Dynamic energy is Saudi based company

A change could be made when there is any deficiency in the existing policy. If the policies are not able enough to secure the competitive advantage in the market it has to adopt new methodologies and practices in the organizational work to get competitive advantage in the market. However, the change in the organization may be due to other factors. In dynamic energy, the change is for the meeting of new requirements of the new era which is based on innovative techniques.  

Evaluation of the organization readiness for the change by using an assessment tool

Organization readiness for change is used to represents the motivational level in the organization, which is compulsory in the organization to make change. Inspirational status by the pioneer and staff members defined by saw need and weight for change combined with individual qualities, e.g., proficient growth, efficacy, impact, and flexibility in encouraging implementation of another advancement. Authoritative atmosphere factors, e.g., clearness of strategic objectives, staff union, communication, and receptiveness to change alongside institutional resources staffing levels, physical assets, preparing levels, and PC use are extra segments to consider. Motivational availability is vital, be that as it may, and is subject in part to outer impacts from financing offices and companions. It also has an encouraging impact on authoritative atmosphere, and increased inspiration by the program executive can lead staff to reshape hierarchical objectives and receptiveness to change. This organization's readiness for change factors impacts the procedure of program change in an assortment of ways (Saldana, Chapman, Henggeler, & Rowland., 2007).

In the first place, they characterize conditions that are significant for change to happen. For instance, if motivational powers are absent, the procedure is probably not going to be initiated. Also, regardless of whether satisfactory inspiration is present, adequate assets are required to permit and support steps for change. Authoritative elements can help support development, starting with one phase then onto the next. For example, implementation or exploratory utilization of another intercession is not prone to happen if the hierarchical atmosphere isn't change-arranged.

Similarly, if staff doesn't have qualities necessary for change, for example, flexibility and development orientation, the change process is more averse to proceed. Organization readiness for change is a lot of general factors that might be essential but not constantly adequate for change to happen. Different elements can influence whether explicit intercessions are received and implemented. For instance, if intercession isn't relevant for a program or doesn't fit into its helpful plan, it is not liable to be actualized, paying little mind to the general readiness for change of the association. A mediation also needs institutional help to move into the implementation and practice stages. Even though these elements are significant in the change process and ought to be a piece of a total assessment battery, they are increasingly suitable in wording of training assessment and are excluded from the greater general assessment of organizational readiness for change in the dynamic energy. All these are general factors that inspire the organization to change the policies in the organization (J.Weiner, Amick, & Lee., 2008).

REFERENCES of Dynamic energy is Saudi based company

Boehr, D. D., McElheny, D., Dyson, H. J., & Wright, P. E. (2006). The dynamic energy landscape of dihydrofolate reductase catalysis. Science, 313(5793), 1638-1642.

Boudet, H., Ardoin, N. M., Flora, J., Armel, K. C., Desai, M., & Robinson., T. N. (2016). "Effects of a behavior change intervention for Girl Scouts on child and parent energy-saving behaviors.". Nature Energy, 1(8), 16091.

Edgar H. Schein. (1996). "Kurt Lewin's change theory in the field and the classroom: Notes toward a model of managed learning.". Systems practice, 9(1), 27-47.

J.Weiner, B., Amick, H., & Lee., S.-Y. D. (2008). "Conceptualization and measurement of organizational readiness for change: a review of the literature in health services research and other fields. Medical care research and review, 65(4), 379-436.

Oh, E., Krishnamachari, B., Liu, X., & Niu., Z. (2011). "Toward dynamic energy-efficient operation of cellular network infrastructure.". IEEE Communications Magazine, 49(6), 56-61.

Saldana, L., Chapman, J. E., Henggeler, S. W., & Rowland., M. D. (2007). "The Organizational Readiness for Change scale in adolescent programs: Criterion validity.". Journal of Substance Abuse Treatment, 33(2), 159-169.

Venkat, Venkatasubramanian, Rengaswamy, R., Yin, K., & Kavuri., S. N. (2003). A review of process fault detection and diagnosis: Part I: Quantitative model-based methods.". Computers & chemical engineering, 27(3), 293-311.