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Organizational Change - Research Paper Example

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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…
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Organizational Change

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 ... Read More
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