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essay on managing organizational change
essay on managing organizational change
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Why are there different perspectives on change within organisations
INTRODUCTION
Organizational Change
In an ever-changing business environment, for organisations to remain competitive in this fast-moving world of technological development and globalization, organisations must examine frameworks regularly and manage change and their working practices and systems if they are to remain competitive. “It is becoming increasingly important for organizations to gain competitive advantage by being able to manage and survive change ” “Organizational change has become synonymous with managerial effectiveness since the 1980s (Burnes, 1996; Wilson, 1992). A definition given by Mark Hughes (2006 ) in his book Change Management defines ‘ Change’ as “The leadership and direction of the process of organizational transformation – especially with regard to human aspects and overcoming resistance to change” (Hughes, 2006). Change is a constant feature of organizational life and the ability to manage it is
seen as a core competence of successful organizations (Bumes, 2004b). The ability of organizations to manage and survive change is becoming increasingly important in an environment where competition and globalization of markets are ever intensifying (Cao and McHugh, 2005: 475). Organizational change involves, by definition, a transformation of an organisation between two points in time”. It is crucial for organizations to “Accept that undertaking change is a natural part of business life in order to keep in line with the need for improvements or customer or fashion demands”. The IBM report (2008 ) on Making Change Work states the ``effects of globalization , technology advances, complex multinational organizations , enable...
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...e-fits-all approaches. For example, they attempt to combat resistance to change by involving employees in the initiative’s design even when employees don’t have the information needed to provide useful input”
We need to beware of pat formulas or off-the-shelf improvement packages. Improvement tools, techniques, and approaches must be customized to fit our unique personal, team, and organizational circumstances. That's why trendy programs like quality circles, excellence, customer service, quality improvement, teams, empowerment, re-engineering and the like have failed or fallen short in so many organizations. They're often sold as a one-size-fits-all, step-by-step process that we can drop right into our organization. When that doesn't work, some managers or consultants try to alter the organization to fit the program rather than the other way around.
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.
Organizations experience two kinds of change: unplanned, or crescive change, and planned, or deliberate change. (Stojkovic et al., 2008) This essay will focus on the fundamental elements of planned organizational change. We will provide an example of how a police agency undergoing deliberate change could follow these steps.
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,
Organizations large and small undergo change almost on a constant basis. It has been said that the only constant is change. Organizations must change in order to survive in today's global marketplace. Organizations from the smallest of mom and pop businesses to the largest multinational corporations must utilize change management principles. Change management theories are part of the process of change management in business. There are different change management theories that have been developed over the years.
This paper’s theme is an analysis of change management theory as a component of management philosophy. Change management is a significant for many organizations. Change, by its very nature, is ongoing and constant, is essential to successfully managing its effects (Waldron, Vsanthakumar & Arulraj, 1997). Winston Churchill stated, “To improve is to change. To be perfect is to change often” (Churchill, ND, p. 1). Heraclitus, an ancient philosopher, indicates nature is change. Like a river, nature flows ever onwards (Rayner, 2008). For many years, philosophers have waxed poetic about change. The basis for this report is a change management table, which is available in the appendix.
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).
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.
Since human beings are adaptive and familiar with change, how is it that they often resist change in their work environment? This question had troubled managers since the beginning of the industrial revolution, and the fast peace of change required by the electronic age has made its solution more important. Even when managers use their most logical arguments to support a change, they frequently discover that workers are unconvinced of the need for it.
Organizational change tends to occur in organizations that deal predominantly with the public or rely heavily on interactions to complete tasks and projects (Rooney et al., 2010). To keep up with an ever-changing world, organizations must be flexible and change with it (Griffin, Rafferty, & Mason, 2004). The business environment changes rapidly and unpredictably with increased competition, technological developments, higher customer demand, and market globalization. In response to these pressures, organizations are structuring themselves for change so that they are flexible and ready to shift in response to threats to their effectiveness and survival (Zorn, Page, & Cheney, 2000; Kraatz & Zajac, 2001). More (1998) argues that, “successful organizations are those that initiate change, respond to change, plan change and implement change as an ongoing...
Organisational change is considered crucial to sustainability but is difficult to manage because of its complexity. There are key aspect in organisational change such as process improvement, new product, technological advancement, organisations’ culture and the changing people. Effective implementation of change involves ...
One timeless factor that has impacted all industries and businesses to some level is the need to deal with and handle change. Change comes in many forms but change always comes and organizations must be able not only to survive change they should learn to manage and even thrive with change. In order to adequately manage change organizations must be able to handle change on two different levels. Organizational change, employee or workforce change. By learning and developing a plan to manage these change factors organizations increase their ability to have sustained success in whichever market they operate in.
Change is personal management philosophy which has served me well as it entails focusing on how staffs are affected by organization transition. Companies deal with different change disciplines mostly fuelled by the introduction of information technology. However, since business environment is constantly evolving rapidly, employees must then learn to adapt to variations in the workplaces. Companies that are resistance to change are usually left behind regarding technology and modern management styles which result in severe losses (Raineri, 2011).
It is to note that at present time, the role of changes is pervasive within organisation. This occurs continuous basis, and at times rapidly, due
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...
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.