Organizational Management

1840 Words4 Pages
bulb-icon

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.

Show More
Related

  • Case Study: Qantas

    1629 Words  | 4 Pages

    Change can be defined as, “the continuous adoption of business strategies and structures in response to internal pressures

    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

  • Incremental Change Case Study

    1434 Words  | 3 Pages

    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.

    Read More

  • Walt Disney Company

    2626 Words  | 6 Pages

    Robbins, S. P., & Coulter, M. (2009). Management (10th ed.). Upper Saddle River, NJ: Pearson

    Read More

  • The Coca-Cola Company: Market Based Management and Value Driven Management Strategies

    1315 Words  | 3 Pages

    Jones, G. R., & George, J. M. (2011). Contemporary management. (7 ed.). New York, NY: McGraw-Hill.

    Read More

  • Organisations That Fail to Plan are Planning to Fail

    1624 Words  | 4 Pages

    Robbins, S, DeCenzo, D, Coulter, M and Woods, M 2014, Management: The Essentials, 2nd ed, Pearson, Frenchs Forest, NSW.

    Read More

  • Social Media Case Study Analysis

    791 Words  | 2 Pages

    Robbins, S., Decenzo, D., & Coulter, M. (2013). Fundamentals of management. Upper Saddle River, NJ: Pearson Education, Inc.

    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

  • Top Down Vs Bottom Up Change

    1050 Words  | 3 Pages

    The transformation of a company requires hundreds, sometimes thousands of employees to adopt a new view of its future, a future they must regard as essential. Change management involves managing the process of achieving this future state. Change can be viewed from two vantage points, that of the people making the changes and that of the people experiencing the changes. In the top-down, or strategic viewpoint associated with management, the focus is on technical issues such as the investment required, the processes for implementing the change, how soon the change can be realized, and the outcome. In the bottom-up viewpoint of the employee, the focus is on what the change means to the ...

    Read More

  • Management: Demographic Leadership

    1774 Words  | 4 Pages

    Robbins, S, DeCenzo, D, Coulter, M & Woods, M 2011, Management: The Essentials, Pearson Australia, NSW, Australia, 1st Edition

    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

  • General Model of Planned Change

    1857 Words  | 4 Pages

    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).

    Read More

  • Major Forces of Change:

    1216 Words  | 3 Pages

    ...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.

    Read More

  • Contemporary Issues in Management

    1159 Words  | 3 Pages

    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...

    Read More

More about Organizational Management

Open Document