Organizational Change Organizational Change Introduction The business world today is looking forward to meeting the challenges that stand in the survival path of its organizational structure and strategies of communication. Top brass of every large organization runs a search of numerous ways to bring rapid but enduring changes to effectively fit in their business for the sustainable growth in productivity and customer satisfaction by improving the quality standards…
A change thus formulated can bring optimum results in the field of enhanced outcomes of information processing with the achievement of expectations set for organizational communication orienting consistency of the stakeholders. Organizational Change According to McNamara (n.d.), organizational change management is very essential for almost every business organization and it is important to see that the development of a new idea to be implemented is approved by every department concerned within. This is a specialized work stream and hence requires the implementation of technological changes as part of the project management. The success of the new change is always parallel to the effectiveness of the lead in the process. The basic challenge met by all the management on implementation of a change is the resistance of the stakeholders of it. ...
It requires a comprehensive analysis of the management functions and the culture pertaining to the organizational pattern employed in the enterprise. An effective organizational change management (as cited in ‘Change management, 2011) is possible only if the major decisions are taken while considering the prominence of quality input of strategies and the sequence of steps for the surveillance of a measurement system for the implementation of the change. The foremost element in the change management is the identification of the level of the change required for the desirable results within a stipulated time. Most organizations try to maintain the change with a continuum that focuses mostly on internal training slots and performance appraisal methods along with promotion and deputation. This is, however, a riskier process as the change takes a long time to take the effect in the organizational boundaries; moreover, it may cater the risk of internal disputes among employees. Some organizations, on the other hand, identify the requirement for an incremental change with the faith that monetary benefits could be the most befitting motivational strategy. According to Staudenmayer, Tyre, and Perlow (2002), the organizations that identify the incremental theories as the most effective platform for the change implementation cover less risk zones as they can guarantee the functioning of prompt and incontrovertible change management mechanisms in the organization. However, the companies refraining to adopt a change mechanism believes in the continuum and finally fall prey to indeterminable losses in due course of time. As an example of the failure of the continuum policy of management, IBM once encountered such a scenario ...
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(Organizational Change Research Paper Example | Topics and Well Written Essays - 2250 Words)
“Organizational Change Research Paper Example | Topics and Well Written Essays - 2250 Words”, n.d. https://studentshare.net/business/44574-organizational-change.
According to th report having a proper organizational change setting in place will also set the ball rolling as far as the significant talk to cutting down on expenditures and making the best possible use of the resources that are available to the organization at the present moment in time. The need is to understand a proper guideline or frame of work.
Leadership can be done collectively by all members of the group to ensure higher efficiency and cater personal growth at the same time. All conflicts should be resolved quickly to reduce the damage that may result from them. A Critical Analysis on Organizational Change Introduction Change is constant and nothing can stop change permanently.
The organizational change may include the changes in the overall operational strategy, removal or addition of some section from or into the organization, or the life cycles experienced by an organization (McNamara, n.d). It is a change in the organizational culture and even the roles of employees of the organization.
In the wake of the modern technological innovations, many organizations have sought to revamp their systems and structures by adopting technological mechanisms in their operations. Technology has been widely accepted as a systems enabler and synergistic element that could be relied upon for better results, efficient operations, and other positive aspects associated with any productive culture.
1). Managers can handle their businesses properly by understanding the theory of organizational change. Organizational change theory is also important for managers because this theory deals with required changes that may occur in an organization due to the influence of various internal and external forces that affect organizational policies, as well as the major functions of management.
To this end, innovation is best understood as a change process which requires organizations to give up their current ways of thinking and working (unfreeze), adopt the new behavior and thinking (implement change) and finally reinforce the new behavior that it becomes a part of the organization.
New knowledge, for instance, can invalidate the existing knowledge of an entire hotel industry. Organization support plays a crucial role because it is concerned with provision of services for the whole organization, including the operational core. Design of a team and effective leader can be seen only as tools for providing effective organizational support and management.
Wal-Mart’s IT has greatly influenced retail discount chain and supply chain, data processing, and B2B communications. Nonetheless, Wal-Mart seems to be losing market dominance to new players in retail discount chain. Furthermore, labor unions, its own associates,