Essay on Organizational Change, Employee Or Workforce Change

Essay on Organizational Change, Employee Or Workforce Change

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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 happens in and at all levels of an organization. From the people who have charge to lead, to the people who are responsible for the day to day operations change impacts all. The type of change that impacts all levels of the Organization is knowns as Organizational change. These changes are situations that have a wide range of impact some examples of Organizational change are changes in policies, move to new physical location, or a new president or CEO of the company. One issue with organizational change is that it can often be mistaken for organizational transition. While organizational changes are situations that occur organizational transitions deals more with “the internal psychological process of adapting to a new situation” (Dinwoodie, 2013). Change happens quickly the new boss starts or the policy changes, transition on the other hand happens at the pace of the impacted employees. If change is not managed correctly the transition phase can extend and cause many problems.
An organization’s leaders must have a plan in place to deal with organizational change. One way a good leader helps organizations handle change...


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...al. Change denial is a mechanism used to personally or corporately ignore reality so that someone can continue in their own unscientific or aged ideology (Kerfoot, 2009). People like systems and operations that they are familiar with. It must be noted however that familiarity does not mean efficient or even business preferred. The art of denial is focused on keeping things at status quo. This is a comfortable place because people know the positives and negatives associates with the current system. In the end people fear the unknown and must be encouraged to step outside of their confront zone. The only way to get past denial and fear of change is to address the issue head on. As part of the head on addressing there must be clear dialogue that discusses the pros and cons of the current system vs the change (Sloan, 2007). Ensuring that people understand the change even

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