Organisational Change Management Case Study

3190 Words7 Pages
bulb-icon

Recommended: Impact of technology on an organization

“The successful management of change is accepted as a necessity in order to survive and succeed in today’s highly competitive and continuously evolving environment” (Luecke, 2003). Hypercompetition (D'aveni, 1994), categorised by disparity and unpredictability has become the environmental norm; aided by rapid technological advancements combined with the intensity of globalisation and increasing governmental regulation. The past 20 years has experienced a vast increase in expenditure on management advice (Collins, 2011) indicating the increasing level of difficulty that organisations are facing. Consequently, organisational change has been driven up the ladder of importance for organisations seeking competitiveness. This becomes further augmented when studies illustrate a ‘60-70% failure rate for organisational change projects; a statistic which has remained constant since the 1970′s’ (Ashkenas, 2014). The profound influence that change holds demonstrates the importance of an organisations ability to confirm where its future position lies (Todnem, 2005). Thereafter, the organisation must address which change management programme will successfully facilitate the transitional chapter of change.
The dominant view within Organisational Change Management (OCM) contains a number of core assumptions that portrays change as a delicate and intricate process that is imposing in nature and must be controlled. The assumptions encompass: that change can, should and must be managed; that change is necessary due to the current period of unprecedented competition; and misguided individuals resist change (Sturdy & Grey, 2003). Such a postulation imposes a connation of structure, controllability and predictability within the field of OCM in order t...

... middle of paper ...

...d offering. The inexistence of a creative workforce will at best produce replication for an organisation where differentiation is the desired goal. The most dominant force opposing the existence of creativity is not the individual; but instead the organisation. As frequently referred to, many organisations are formulated by regulation, bureaucratic processes and hierarchy inferred by top-down management producing a creative impediment. A corporate culture of structure, favouring established work methods and avoiding or resenting failure discourages novel behaviour; fundamental to provide organisations with this capacity of differentiation. The solution (which organisations are aware of) to release employees from this robotic state of mind is empowerment, and refining this balance between autonomy and control certainly requires perfecting from organisational leaders.

Show More
Related

  • Leading Change by John P. Kotter

    1038 Words  | 3 Pages

    Leading Change was named the top management book of the year by Management General. There are three major sections in this book. The first section is ¡§the change of problem and its solution¡¨ ; which discusses why firms fail. The second one is ¡§the eight-stage process¡¨ that deals with methods of performing changes. Lastly, ¡§implications for the twenty-first century¡¨ is discussed as the conclusion. The eight stages of process are as followed: (1) Establishing a sense of urgency. (2) Creating the guiding coalition. (3) Developing a vision and a strategy. (4) Communicating the change of vision. (5) Empowering employees for broad-based action. (6) Generating short-term wins. (7) Consolidating gains and producing more changes. (8) Anchoring new approaches in the culture.

    Read More

  • Change Management Simulation Case Study

    1263 Words  | 3 Pages

    Change is an inevitable function of any organization and is something that employees and leaders alike are bound to face during their careers. According to Ivancevich et al (2011), how leaders are able to handle the task of change can determine the success or failure of an organization. As organizational leadership students, it is important for us to begin to develop and sharpen the necessary skills to innovate and adapt to change effectively. Leaders should be familiar with a variety of elements within the organization including an assessment of employee and leadership strengths, relationships, skill level and capability, level of support, and the types of resources readily available. Assessing these elements prior and during change, as well as evaluating the process after the fact, helps prepare organizations and leaders for future success. The Harvard School of Business’ interactive change management simulation, Change Management Simulation: Power and Influence V2 (2013), was a valuable assignment to help teach us about change from the standpoint of a mid-level management position at Spectrum, a sunglasses company, looking to adopt a new sustainability initiative.

    Read More

  • Coping with Change; Change Management Models and Philosophies

    994 Words  | 2 Pages

    Change is the only constant in life. And therefore it should be understood as part of a continuing work in progress that calls for a much broader canvas that seeks out competing voices, and works with the resulting ambiguities, contradictions and tensions of messy reality (Graetz, F. & Smith, A., 2010). In this submission I try to show that organizational change is majorly based on the environment surrounding it much more than the desire of the members or change agents working in that organization. This view diverts from that of Lippitt, (1958) who suggests that implementing planned organizational changes successfully depends on premeditated interventions intended to modify the functioning of an organization. It also diverts from the traditional approaches to organizational change that generally follow a linear, rational model in which the focus is on controllability under the stewardship of a strong leader or ‘guiding coalition (Collis, 1998). In this discussion therefore, comparison made between the different philosophies of change and I try to show that successful change implantation largely depends on an organizations appreciation of what goes on around it rather than what they have planned as a strategic direction.

    Read More

  • Heart Of Change Essay

    2170 Words  | 5 Pages

    In today’s ever changing world people must adapt to change. If an organization wants to be successful or remain successful they must embrace change. This book helps us identify why people succeed and or fail at large scale change. A lot of companies have a problem with integrating change, The Heart of Change, outlines ways a company can integrate change. The text book Ivanceich’s Organizational Behavior and Kotter and Cohen’s The Heart of Change outlines how change can be a good thing within an organization. The Heart of Change introduces its readers to eight steps the authors feel are important in introducing a large scale organizational change. Today’s organizations have to deal with leadership change, change in the economy,

    Read More

  • The Challenger and Columbia Shuttle Disaster: NASA

    1402 Words  | 3 Pages

    Palmer, I., Dunford, R., & Akin, G. (2009). Managing organizational change: A multiple perspectives approach (2nd ed.). Boston, MA: McGraw Hill

    Read More

  • Change at Glenrothes Colliery: An Evaluation of John Kotter's 8-Step Model

    1692 Words  | 4 Pages

    Change is a fundamental element of individuals, groups and all sorts of organizations. As it is the case for individuals, groups and societies, where change is a continuous process, composed of an indefinite amount of smaller sub-changes that vary in effect and length, and is affected by all sorts of aspects and events, many of which cyclic are anticipated ones. It is also the case for organizations, where change occurs repeatedly during the life cycle of organizations. Yet change in organizations is not as anticipated nor as predictable, with unexpected internal and external variables and political forces that can further complicate the management of change (Andriopoulos, C. and P. Dawson, 2009), which is by itself, the focus of many scholars in their pursuit to shed light on and facilitate the change process (Kotter 1996; Levin 1947; et al).

    Read More

  • “Leading Change: Why Transformation Efforts Fail”

    860 Words  | 2 Pages

    Changing situations throughout the world affect all organizations in business today. Therefore, most organizations acknowledge the need to experience change and transformation in order to survive. The key challenges companies face are due to the advancements in technology, the social environment caused by globalization, the pace of competition, and the demands regarding customer expectations. It is difficult to overcome the obstacles involved with change despite all the articles, books, and publications devoted to the topic. People are naturally resistant to fundamental changes and often intimidated by the process; the old traditional patterns and methods are no longer effective.

    Read More

  • Business Analysis: Bega Cheese

    1906 Words  | 4 Pages

    S, Rawat 2001, Organisational Change and Forces Prompting Change, Academic Paper Review, Shovoong viewed on 2nd April 2011, on http://imgs.shvoongstatic.com/images/2011/_v_070420111027/scp.PNG">

    Read More

  • Top Down Vs Bottom Up Change

    1050 Words  | 3 Pages

    When organizational change proves necessary, all people at all levels of the organization should address change as a “how,” “what,” and “why” problem in order for the change to be sustained over time.

    Read More

  • Change Management Case Study

    1745 Words  | 4 Pages

    The change process within any organization can prove to be difficult and very stressful, not only for the employees but also for the management team. Hayes (2014), highlights seven core activities that must take place in order for change to be effective: recognizing the need for change, diagnosing the change and formulating a future state, planning the desired change, implementing the strategies, sustaining the implemented change, managing all those involved and learning from the change. Individually, these steps are comprised of key actions and decisions that must be properly addressed in order to move on to the next step. This paper is going to examine how change managers manage the implementation of change and strategies used

    Read More

  • Essay On Organizational Change Management

    672 Words  | 2 Pages

    The goal of organizational change management is to create a prosperous work environment through strategic change and applying those changes through the people side of management. Organizational change management is a branch of handling the outcome and strategies of new business processes, changes in organizational structure or cultural changes within a company. There are multiple components in understanding the techniques and goals of Organizational change management. The first part discussed will be on setting goals for an organization as it can be a complex process because if aimed too high, the goals will most likely not be attained and performance will deteriorate.

    Read More

  • Organizational Change Essay

    1343 Words  | 3 Pages

    The idea of change is the most constant factor in business today and organisational change therefore plays a crucial role in this highly dynamic environment. It is defined as a company that is going through a transformation and is in a progressive step towards improving their existing capabilities. Organisational change is important as managers need to continue to commit and deliver today but must also think of changes that lie ahead tomorrow. This is a difficult task because management systems are design, and people are rewarded for stability. These two main factors will be discussed with reasons as to why organisational change is necessary for survival, but on the other hand why it is difficult to accomplish.

    Read More

  • KFC change management analysis

    2123 Words  | 5 Pages

    change management is also called change control, it is an approach to use process, planning, and technique to changeover a group or an organization to show the future state and also achieve the demand of business outcome.（Rune Todnem， 2007）.The meaning of change management which is when an organization grow slowly，and there are cause some internal problem，but it hard to change the business environment，the organization have to work out a change strategy，to adjust and improve internal hierarchy，workflow and enterprise culture，to help the organization transitions well，the key of organization change is management change，however，the success of organization change is come from management change，the change could not make sure the 100% success rate, even lower that makes people often scared and believe” change probably will failed, but not change absolutely will be failed, so realize how to change is important than why need change and change what.

    Read More

  • Case Study: Rationale For Change

    768 Words  | 2 Pages

    Reasons for change can be down to adopting new corporate strategies, structures, process and technology to assist organisations handle internal and external environmental conditions effectively (Goksoy, 2015). However, merely adopting change cannot drastically drive through change so organisations need to go through reconstructive change to realign the organisations objectives (Green, 2007). Although change can be introduced in these drastic fashions it can also be emergent within an organisation due

    Read More

  • Essay On Organizational Change

    2838 Words  | 6 Pages

    Organisations as machines, political systems, organisms, and flux and transformation are particularly common assumptions that are often used by managers, writers and consultants to make sense of how organizational change works. In reality most organizations use combinations of approaches to tackle change and not just one of the above, however these provide useful insights into the process of organizational change (Cameron and Green, 2012). This essay will try to make sense out of these assumptions to understand what organisational change is. By doing so, insights will be drawn on how organizational change can be managed and led.

    Read More

More about Organisational Change Management Case Study

Open Document