Organizational development is defined as the collaboration of its leaders with groups to go ahead with planned or systematic change and solve root-cause problems to enhance productivity and employee satisfaction by bringing an improvement in the processes that gets their work done…
The wide and easy access to stores of information, both external and internal has made it easier to organize tasks and to define roles. (Lippit. R 1958)
However, the fast-paced on going change means that organization now have the added task of planning and tackling issues that will be affected by the change in future. Some of the issues can be related to the personnel of an organization or with the administration itself. Organizations now need to have a proactive and practical attitude and prepare for future change.
If the organization does not prepare itself for the times to come and does not adapt its working to the changing environment in advance, it will run the risk of facing closure and losing its customers and profits. By envisaging the impact of the changes on the organization in the times to come and responding to it appropriately, the organization minimizes its chances of facing serious problems.
Moreover, an organization through some change of leadership, customers, and environment feels the need of bringing appropriate change into the organization. An organization through a series of steps can find out the nature of the required change, gauge how it is likely to affect the organization and adjust its functions and work systematically. Firstly, to initiate a planned change process, the organization has to concern itself with entering and contracting. This step enables the managers to envision the further steps in the planned change process and it assists them in deciding whether planned change is what they actually need for the organization and how to allocate resources to facilitate the change. This step involves the gathering of ideas and suggestions and to formulate a plan of putting them into use. Opportunities and threats facing the organization are analyzed and discussion is held between the various members of the organization. Then, the organization moves towards contracting, or drawing up a formal agreement for the planned change process.
The second stage, diagnosing, revolves around the identifying of problems and their causes and after effects to get a better understanding of the organization's standing and its components. It is considered to be one of the most important activities in the planned change process as it deals with understanding the organization, analyzing what it needs and informing the managers and other members of the organization about its problems and positive attributes. This step is made complex by the analysis of three kinds of problems to the organization. The first type of problem is the collective problems faced by the organization, the other concerns group level problems and the last is concerned with problems affecting individuals in the organization. The analysis can be done by organizational meetings, charts, market research or through interviews.
The planning and implementing of change comes next, where the members of the organization collectively plan and try to execute organizational development interventions. The interventions are design to assist in the improvement of the organization. These interventions depend upon an organization's willingness to change and its current capacity to welcome change, its culture and power distributions and the agent's skills. The interventio ...
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(Organisational Change Essay Example | Topics and Well Written Essays - 2250 Words)
“Organisational Change Essay Example | Topics and Well Written Essays - 2250 Words”, n.d. https://studentshare.net/miscellaneous/292462-organisational-change-essay.
Within the text, Organisation Change: Themes and Issues by Jim Grieves, the reader is introduced to a plethora of change concepts and the inner workings of how an organisation functions; as well as postulated theories associated with organisational actions. Most prominent among these are what is known as the Four Perspectives of Organisational Change.
This proliferation of the concept into the system took place in different ways- under the strict dictatorship environment in Chile, implemented as the namely structural adjustment in compliance with the Washington Consensus, imposed alongside the conservative policies in the U.S.
On the other hand, the failures that periodically appear in various organizational operations cause delays in the successful completion of a firm’s projects. Plans of changes need to be available ensuring the appropriate alternation of organizational policies so that they can become more effective – either in the short or the long term.
It is due to the fact that the cultural environment largely determines the way people perceive and value the organisational functions and processes. Cultural environment inside the organisation affects its people in several different ways. The increasing direction of research attention on the issue demonstrates the importance of organisational culture in influencing people's behaviour and affecting the performance.
Organisational change as will be discussed here refers to an overall change that takes place in an organization. Whenever there is that reason for any organisation to embark on any form of organizational change, there is bound to be cases where the organisation will either have to layoff some workers or/and employ newer staffs.
In other words it's a dynamic process intended to bring about systemic improvement and change. Thus organizational culture plays a very significant role here. The process of transformation from what an organization now is to a new dimensional growth trajectory is determined by how best change is accepted by the staff.
World class manufacturing (WCM) is regarded as manufacturing systems which demonstrates best industry practice. Accordingly, a world class manufacturer is a firm which displays excellence in key competitive points like quality, price, delivery speed, delivery reliability, flexibility and innovation.
Change is the most inevitable requirement of an organisation as it helps to optimise the level of performance of the employees. This is because; organisational change is a sort of response to combat the challenging scenario or it may be triggered by the higher authority of the organisation to augment the image in the market.
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