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Evaluate change management in Telecommunications sector omantel in Sultanate of Oman - Essay Example

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Abstract [Doctoral Study Title] by [your official name] MS, [university], 200X BS, [university], 200X Doctoral Study Submitted in Partial Fulfillment of the Requirements for the Degree of Doctor of Business Administration Walden University [last month of quarter you plan to graduate] 200X Table of Contents List of Figures 3 Chapter 1: Introduction 4 1.1 Introduction 4 1.2 Project Focus 9 1.3 Research Objectives 10 1.4 Research Questions 11 1.5 Research Questions 12 Chapter 2: Background 14 2.1 Background Information on Omantel 14 2.2 Oman’s Telecommunication Landscape 15 2.3 Activities and Future Plans 16 2.4 Privatization in Theory and Practice 18 2.5 Cultural Interpretations of Change 20 …
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Evaluate change management in Telecommunications sector omantel in Sultanate of Oman
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Download file to see previous pages For example, a country with many international companies and businesses could be perceived as an economically progressing organization that employs highly technical and skilled employees. This indicates that the country is highly advanced and privatizations of government owned corporations indicate a liberalization of government economic and trade policies. However, not all organizations keep up with the social, economic and political changes in the country, there are those who remain in touch with methods and resist change. But if an organization wants to achieve progress and growth, it must remember that change is inevitable. Change in the organizational structure, management and use of technology indicates that the organization is moving towards better measures of effectiveness and paving its way towards progress and prosperity. “Change will not disappear nor dissipate; technology, civilizations and creative thoughts will maintain their ever-accelerating dive onwards” (Paton & McCalman 2008, p. 5). As with any process involving transition and transformation, change in the structure and strategies of an organization is often met with negativity and apprehension. Even if the change is for the greater good of the company, there will always be those who will remain anxious about its consequences. Organizational change is brought about by a number of factors; this could be from mergers and acquisitions, a government take-over or the privatization of the organization. The anxiety provoking aspect in any organizational change is not actually the transformation of the organization or the change in management but the fact that the employees have to leave their old ways of doing things; it is the learning of new tasks, new protocols and new operating procedures that threaten employees. By definition, change means discarding the old and embracing the new, and the new may not always be accepted and appreciated by the employees. “Traditionally, analysis of organizational change has been built around the organism metaphor in which organizations are analyzed as if they were living organisms operating in an environment to which they need to adapt to ensure survival” (Lesson 37: Organizational Change n.d., p. 1). Anxiety and apprehension to some extent is the natural reaction to change, as our body responds to external stimuli both physically and psychologically. This response or reaction to change is welcomed by the agents of change as an opportunity to make the employees aware of the undertakings taking place in the organization. It is the time when questions could be answered, when professional thirsts could be quenched, when fears and doubts could be placated and when employees are engaged as advocates of the process of change as they now possess the knowledge and information that they can share with other employees who face the same challenges. Change Management in an organization is all about the actions necessary for an organization to recognize, organize, execute and take ...Download file to see next pagesRead More
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