Top Knock Essay

Introduction

Top-Knock, like any other organisation, must undergo change at some point or the other during the life-span of the organisation. To Top-Knock, these changes are crucial. The organisation is going to experience a rapid amount of new clientele. This will require them to grow as a business. This growth will enable them to cater for the influx of people that will soon want to be in contact with the organisation. This assignment will discuss organisational development and change and will also explain how Top-Knock Enterprises can implement these changes and develop their organisation.

Stage one of these five-stage models of organisational development is known as the entry and contracting stage. During this stage the organisation must

During this stage the consultant, together will the main people involved in the programme, must do research and increase their data in order to gain insight as to what the problems of the organisation are. This will help them to make a diagnosis of the current state of Top-Knock Enterprises. Once they have concluded what the problems are, it will be easier for them to identify appropriate solutions to the problems and courses of action to move forward with. The consultant must ensure that the analysis made by the organisation as to the current state of the organisation, are objective. The data obtained during the second stage must be analysed by both the organisation and by the consultant to determine the precise problem in the organisation and to ensure that the problems were not incorrectly diagnosed. The results of the data collection should be unanimously understood among all people involved. Top-Knock must ensure that every angle of the growth strategy is studied and that they have a clear understanding as to what the problem is (Amagoh,

The first step, freezing, refers to the manner in which the change starts to occur in the organisation. In Top-Knock this would be by giving a presentation to inform members of the organisation about the infrastructure developments taking place in Sedibeng and to reinforce the idea that change is both vital and inevitable in the success of the organisation. All members of the organisation should be encouraged to give possible solutions to the problems. The transition step entails creating a new organisational culture by changing the current ways of thinking, habits and values. Top-Knock will have to encourage organisational members to think in creative new ways and to move past old frames of thought. This transition may be perplexing to certain members. The freezing step entails strengthening new behaviours, values, opinions and attitudes. If freezing does not occur, the organisation may retreat to previous ways (Kritsonis,