Cross cultural business brought many changes in organizational world. The development of diverse workforce is one among them. Organizations are undergoing rapid changes at present. This paper analyses different perspectives on organizational changes…
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Different perspectives on organizational changes According to Grieves (2010), “The phrase change intervention refers to change actions taken at strategic level to help an organization become more effective” (Grieves, 2010, p.7). Competition is growing day by day because of various reasons and it is necessary for the organizations to device new methods to counter competition. An organization which fails to implement adequate changes in its structure and functioning may struggle to survive in this heavily competitive and highly advanced organizational world. For example Nokia was the leader in the Mobile phone market up to a couple of years before. However, they are not so at present because of the intrusion of smartphones from Apple, Samsung etc. In other words, Nokia failed to implement timely changes in its product ranges and as a result of that they lost considerable market share in mobile phone market. It should be noted that even in normal situation, goal conflict exists between firm (owners) and its employees, but the magnitude and intensity of this conflict is very low and so it is hidden, we call this ‘goal difference’, and both parties (firm & employees) accept each other’s goals. In a strategic and major change program, firms alter their goals, which result in shifting and increasing their focus towards new goals. The shift in focus and increased commitment of firm towards attaining its new goals, increase the magnitude and intensity of goal conflict and it become very difficult for both parties to accept each other’s goals (Khan and Rehman, n. d) The interests of the organization and that of the employees are always travelling in opposite directions. Employees want to reduce their workloads as much as possible whereas the...
This report stresses that periodical changes are necessary for the organizations to survive in an ever changing market. Structural, functional, developmental, transitional and transformational changes are necessary for the organizations to cater the needs of the changing business world. Many of the traditional business and organizational principles are no longer effective under the current system of business. Because of the huge advancements in science and technology and the subsequent developments in human life, the needs of the needs of the current generation are entirely different from that of the generations in the past. Only those companies which are able to cater the needs of the present generation may survive in the market. In short, organizational changes are unavoidable for an organization which tries to stay in the present heavily globalized market.
This essay makes a conclusion that values and valorizations are important terms in the corporate world at present because of the increasing awareness about the public about sustainable business practices. It is impossible for a current organization to exploit community resources as much as possible and provide nothing in return to the communities. Current generation knows the importance of protecting our environment and they deals only with the companies which have good track record of exhibiting social responsibility.
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(“Organizational Change And Development Essay Example | Topics and Well Written Essays - 3000 words”, n.d.)
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(Organizational Change And Development Essay Example | Topics and Well Written Essays - 3000 Words)
“Organizational Change And Development Essay Example | Topics and Well Written Essays - 3000 Words”, n.d. https://studentshare.org/business/1394364-organizational-change-and-development.
Power has many perspectives in relation to an organization. This has major impact on the organizational change process because of the “institutionalization of power and behavior of interest groups in and around it” as per Mintzberg (1983), Pettigrew (1973) and Pfeffer Power dynamics within organizations have changed drastically owing to the consolidation requirements mandated by the various crises and stiff competition.
The author states that the organizational change is interpreted in a number of ways is a well-known fact. Much has been written and said about the various perspectives on organizational change and change management. The organizational change process is extremely complex. Generally, organizations apply to change.
Organisations consist of diverse individuals, each maintaining unique, inherent values, ethical constructs and principles that determine how an individual views their role in the organisation and how they develop effective or destructive relationships with other organisational actors.
Climate change is a pestering problem both in the developed countries as well as the developing countries. Hence because of this, most organisations are now looking to change their environmental policies or put up new policies that will enable them to mitigate upon this problem.
It was thus realized that the incorporation of newer concepts is imperative to the development of the management infrastructures of organizations.
The organization here is the multinational fast food chain 'McDonalds'. Though the name itself may well be intimating and such a huge business venture may automatically seem highly successful in every way, but there is more to it than meets the eye.
There is a need to effect planned change and one important way of doing this is by organizational development and motivation.
The main area of change will include motivation of employees and establishing positive climate and high levels of morale. Expectancy theory will help new manager to inspire and motivate employees to meet organizational objectives and support current strategies.
Beth has more than 20 years experience in Human Resources, specializing in Organizational Development and has now included Strategic Organizational change as a focus in her work. This case is highly relevant because it validates numerous ways HR can enable success in planned organizational change.
A great work has been done to investigate the process of organizational change and development. In the given article, the process has been explained in detail by giving the example of a trading company operating in
Human Resource Department presents a new organizational chart that indicates lesser individuals are hired, with fewer boxes to save 10% on expenses, and reducing four positions. The new organizational chart is geared towards serving the various internal departments.
he traditional culture and beliefs of the organization to prepare it to meet the changing market trends and increasing competition through “increased financial performance, employee satisfaction, and environmental sustainability” (Cummings & Worley, 2014, p.1).
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