Word Count 3000
Why are there different perspectives on change within organisations
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...
... middle of paper ...
...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.
Need Writing Help?
Get feedback on grammar, clarity, concision and logic instantly.Check your paper »
- Change is inevitable within organizations. From the beginning of organizations, there has been changes. From the beginning of towns, wars, and businesses, individuals have seen reasons and the purpose in changing parts or whole organizations to make them better and more efficient (Sutevski, 2014). Many factors, leadership styles, and data go into the creation of the organizational change. Factors that contribute to the organic evolution of change Many organizations are faced with change for one reason or another.... [tags: Towns, Wars, Businesses, Organizations, Change]
1719 words (4.9 pages)
- 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. Planned change involves 5 general steps: planning, identification of problems, forecasting, and generating appropriate alternative solutions to problems. The final stage is choosing the appropriate solution and embarking upon the implementation process.... [tags: Business Analysis, Unplanned or Crescive Change]
1323 words (3.8 pages)
- Resistance to Change There are many factors that contribute to the lack of a successful implementation of a change within an organization. Resistance to change has the biggest effect on an organization. Resistance to change harms an organization’s progress, and leads to complications in implementing any type of change within an organization. While change and resistance to change will be analyzed in many different ways, simply put, the resistance to change will be the number problem when an organization attempts to change something, and some resistance can “poison” the whole process (Palmer, Dunford, & Akin, 2006, Pg.... [tags: Change management, Management]
1907 words (5.4 pages)
- Change is a constant factor in someone’s personal or professional life and is a never ending process that must be implemented in everyday work and life. Although there are many people who are excited about the likelihood of change, some changes are painful and difficult. Change is challenging, invigorating, and must be understood in order for the dynamics of change in today’s environment can be explored. It is very upsetting to employees and has the greater possibility to bring about failures, risks of damaging production, or falling attributes.... [tags: employee performance, business models]
2571 words (7.3 pages)
- Differentiate between a planned change and an unplanned change. Organizational setting, planned change is premeditated, however, unplanned change is a spur-of-the-moment. Organization development consultant work with planned changes, they play a key role in helping organization change themselves. One of the major differentiating traits of planned and unplanned change is the source of the change. Planned change comes from within the organization, usually from the management, however, unplanned change is influenced by factors outside of the organization 's control.... [tags: Management, Organization, Change management]
755 words (2.2 pages)
- This report will help Kudlers Fine Foods in upgrading the application of a modification within the organizations sales division. The report consist of five stages in implementing change that include, • Stage one – managing and evaluating the change procedures, study the measurement and observation devices, and which methods to use. • Stage two– monitoring the modification process for control over the modification procedures for expected possibilities for changes within the organization. • Stage three – recognizing at risk divisions of the modification procedure open to modification resistors including the reasons for methods that will overcome the resistors the organization needs change.... [tags: Organization, Organizational studies, Management]
1482 words (4.2 pages)
- Change management – the formal process of organizational change – is the systematic approach and application of knowledge, tools and resources to leverage the benefits of change (Human Resources, 2011). Without adequate change management, organizations risk failure of the implementation of business strategies, reduction in costs and improvement in the efficiency of operations. Christian managers help move change forward by acting as shepherds of the flock. They are expected to show humility, excellent stewardship of resources, and build good relationships with those under their leadership to produce needed changes.... [tags: Management, Change management, Leadership]
813 words (2.3 pages)
- Change Implementation Plan Often times when one hears the word “change” in any aspect of life, they are often, put off, and intimidated by the word itself and the intended implication. This is a normal and understandable reaction for anyone engaging in any type of change. In terms of organizational change, this type of behavior often seen as, but is not limited to pushback, resistance, lack in productivity, turnover, drop in overall customer service, etc by team members. Thus, as organizational leaders, it is our responsibility to ensure that any change management implemented is smooth and has lasting benefits; by considering the impact on the organization as a whole and most importantly, th... [tags: Management, Change management]
1525 words (4.4 pages)
- Organizational Change Organizational changes are constant in both the public and private sector. Some changes are small and easily managed and others are large scale vision changes. With organization-wide changes, such as a redirection in the organizations vision, strong creative leaders are needed to ensure the vision is sold to the employees and that the change is implemented smoothly. The Virginia Department of Corrections (VADOC) has recently changed visions to strengthen the way we create long term public safety.... [tags: Management, Leadership, Change, Term]
736 words (2.1 pages)
- Managing Change in Organizations We will like to start with some facts to show the importance the importance of managing cultures in the organisation and how lack managing changes could haunt back the companies in terms of mergers and acqusions. The challenges to merge, and so change two organizations is so huge and it always requires a lot of resources and the right people. According to Business journal ’The successful merging of cultures is difficult, traumatic, and crucial. Individuals and companies with different histories, values, expectations, and beliefs are asked to adopt a unified perspective and to serve as a cohesive unit.... [tags: Business Management]
1980 words (5.7 pages)