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Impact of change in organizations
Importance of organizational change
Concepts of organizational change
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Recommended: Impact of change in organizations
Normally Organizational change is about the important major changes in an organization such as adding or inclusion of a major new product or services in production as well into the market. It contradicts minor changes within an organization like adoption of new computer software. To make these changes clear, the approach should be made in view from different dimensions. The first type of these changes is the organization-wide verses subsystem change. Organization-wide focuses on major changes in terms organizational structure, collaboration and adjusting to the right size. It is usual for organizations to undertake this change as they go through different stages. For instance, cultural changes are some of the major changes realized in any organization. While change in a subsystem might be inclusion or removal of a product or service, change of organizational structure in a given department or new process implementation of goods and service delivery. Secondly we have transformational versus incremental change where the transformational change might be the radical or fundamental change in organizational culture and structure hierarchically. While incremental change focuses on continuous gains as a process of quality management or having a new computer system in use to boost efficiency. Lastly we look at the remedial versus the developmental change. Remedial changes basically addresses situations at hand that need to be improved such as improving a poor performing product, having policies in place to reduce pollution, improving work place conditions and addressing major financial issues. Since it deals with current issues it becomes much easier to determine whether the problem has been solved or not. Change as well can be develo... ... middle of paper ... ...eas conflict resolution pertains pledging on disagreements and so is critique and resilience. References Robbins, S. P., De Cenzo, D. A., & Coulter, M. (2011). Fundamentals of Management. Upper Saddler River, NJ: Prentice Hall.
Change can be defined as, “the continuous adoption of business strategies and structures in response to internal pressures
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.
Robbins, S. P., & Coulter, M. (2009). Management (10th ed.). Upper Saddle River, NJ: Pearson
Jones, G. R., & George, J. M. (2011). Contemporary management. (7 ed.). New York, NY: McGraw-Hill.
Robbins, S, DeCenzo, D, Coulter, M and Woods, M 2014, Management: The Essentials, 2nd ed, Pearson, Frenchs Forest, NSW.
Burke, W. W. (2014). Organization change: Theory and practice, 4 edition. Thousand Oaks, CA: SAGE Publications.
Robbins, S., Decenzo, D., & Coulter, M. (2013). Fundamentals of management. Upper Saddle River, NJ: Pearson Education, Inc.
Organizational change affects all levels and individuals of the organization in question. Although a change effort can originate in any part of the organization, it will eventually require strategic effort from the top and buy-in from the bottom in order to be sustained.
Robbins, S, DeCenzo, D, Coulter, M & Woods, M 2011, Management: The Essentials, Pearson Australia, NSW, Australia, 1st Edition
Change in an organization occurs when an organization identifies an area of where necessary change must be undertaken, examines it thoroughly and adapts to it. This may lead to gaps where employees may not adapt to a certain change and therefore it is important that an organization takes into considerati...
...ess of the organizations inclination to change; the staffs skills and competency; magnitude of revolution capability and decision-making strategy. This change must be pertinent to the organizations objectives and to its members; opportunities for the members of the organization to make informed and prudent choices for a prudent decision-making.
One of the first scholars to describe the process of organizational change was Lewin (1974). He described change as a three-stage process that consists of unfreezing, moving and freezing stage. During the unfreezing stage the organizations become motivated to change by some event or objective. The moving stage is like implementation when the organization actually makes the necessary change. Furthermore the freezing stage is reached when the change becomes permanent. Organizational change has also...
Generally, incremental change is a moderate form of change that aims to improving the organisation performance. On the other hand, transformational quantum change is referring to radical form of change that involves multiple levels of the organisation toward several organisational dimensions. To manage changes of business, the internal forces of change factors has the ultimate influences. The first internal force of change that contribute to business change in JD Media Sdn Bhd is introducing new marketing plan. This type of change is referring to transformational quantum change that aims at altering how organisation operates.
The illustration of organizational change management has described to basic practices such as planned and emergent approaches. Planned approach has been considered as a traditional and systematic process of implementing changes within organizational context which
The world is constantly changing in many different ways. Whether it is technological or cultural change is present and inevitable. Organizations are not exempt from change. As a matter of fact, organizations have to change with the world and society in order to be successful. Organizations have to constantly incorporate change in order to have a competitive advantage and satisfy their customers. Organizations use change in order to learn and grow. However, change is not something that can happen in an organization overnight. It has to be thought through and planned. The General Model of Planned Change focuses on what processes are used by the organization to implement change. In the General Model of Planned Change, four steps are used in order to complete the process of change. Entering and Contracting, Diagnosing, Planning and Implementing, and Evaluating and Institutionalizing are the four steps used in order to complete the process of change in an organization. The diagnostic process is one of the most important activities in OD(Cummings, 2009, p. 30).