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impact of change on an organisation
importnce of organizational change
importnce of organizational change
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Introduction
Organizational change is one of the most difficult strategies to implement. Organizational change is in view to organization broad change, as opposed to smaller changes such as adding a new person or adapting a new program. An example of organizational change might include a change in operation, restructuring operations, teams, layoffs, new technologies, collaborations, rightsizing, or even new programs Some specialists submit to organizational alterations. Frequently this phrase authorizes an essential and thorough reorientation in the way the organization operates. According to the textbook organizational change is “introducing a new enterprise resource planning system in order to coordinate and standardize internal processes is an organizational change” (Spector B). Successful change must involve top management, including the board and chief executive. To sustain change, the structures of the organization itself should be modified, including strategic plans, policies and procedures. Throughout this paper, many components will be discussed about the changes made within the Ford Motor organization.
Organizational Change in Ford Motor
“Ford Motor Company is a global automaker that has been around for many years” (Wikipedia). Within the past several years Ford has gone through widespread changes to help the company in this time of the United States economic problems. “Some of these changes attempts have been to down-size or layoff the workforce, to focus on the Ford Brand and cut back on other brands under their agency, employee involvement at all levels, and to increase the efficiency in Ford’s four main pillars for their organization: fuel efficiency, quality, safety and value...
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...r human actions. At the same time they must also consider the benefits of what the change might do for the overall organization against what the change might do to those affected by it. Organizational development represents the single most important factor when thinking about the ability of any changes that may have been put in place during the process. Organizational change is the most important tool to increase and manifest an organization and its culture. It is the function of the organization that maintains how the organization performs, holds change, manages customer center, creates new value and put together new team members.
Works Cited
Spector. B. (2010). Implementing Organizational Change: Theory Into Practice (2nd ed.) Upper Saddle River, NJ: Pearson Prentice Hall
Lowe, G. (2004). Healthy workplace strategies: Creating change and achieving results.
Palmer, I., Dunford, R., & Akin, G. (2009). Managing organizational change: A multiple perspectives approach (2nd Ed.). Boston, MA: McGraw Hill.
Spector, B. (2013). Implementing organizational change: theory into practice. (3rd ed.). Upper Saddle River, NJ
External and internal pressures arising from dynamically evolving business environments inevitably and continuously create unsustainable tension between the desire for stability and the need for change within organizations (Graetz & Smith, 2010). Organizations respond to these tensions by engaging in processes of strategic renewal through the implementation of “planned change” (Spector, 2010). Planned change, according to Cummings and Worley (2009), fundamentally concerns the process of changing organizational behaviors. More specifically, new behaviors must replace old ones or be adapted to or integrated with existing behaviors to enable successful change (Palmer, Dunford, & Akin, 2009; Schein, 1993, 2004). This paper outlines the three stages of Lewin’s model of planned change – unfreezing, movement, and refreezing – and discusses the importance of each relative to changing employee behaviors.
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,
The purpose of this report is to reflect the practices of the company and proffer suitable organizational components that can help the company manage the challenges and more competitive. Also, make a recommendation in order to bridge the gap between the practices and the market environment. It has been described in the literature the need for companies to undergo changes on a continual basis. Thus the importance of organizational change in today's turbulent business environment has increased.
The change process within any organization can prove to be difficult and very stressful, not only for the employees but also for the management team. Hayes (2014), highlights seven core activities that must take place in order for change to be effective: recognizing the need for change, diagnosing the change and formulating a future state, planning the desired change, implementing the strategies, sustaining the implemented change, managing all those involved and learning from the change. Individually, these steps are comprised of key actions and decisions that must be properly addressed in order to move on to the next step. This paper is going to examine how change managers manage the implementation of change and strategies used
Burke, W. W. (2011). Organization change: Theory and practice (3rd ed.). Thousand Oaks, CA: SAGE Publications.
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.
In business, when we approach change, whether it is about cost reduction, merger or supporting a new technology we need to treat it as a seriously disruptive and stressful activity for all involved especially those leading the change.
From information gathering and research, organizational change management is similar in a way that psychology explores people’s behaviors in the workplace by creating theories and set of principles to compliant with the o...
...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.
Cummings, T. G. & Worley, C. G. (2001). Organizational development and change (7th ed.). Ohio, USA: South-Western College Publishing.
Organizational change is a process of developing a strategic plan for modifying an enterprise’s business processes through the modification of policies, procedures and processes to move the organization from an “as is” state to a “to be” state.
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).
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...