We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.
Nobody downloaded yet

Why do Organizational Change Initiatives Often Fail - Research Paper Example

Comments (1) Cite this document
Summary
Change is imperative and change in an organization can occur during mergers/acquisitions, during expansion and growth, during downsizing and during restructuring or implementation of new technology (Stanleigh, 2008). …
Download full paperFile format: .doc, available for editing
Polish This Essay91% of users find it useful
Why do Organizational Change Initiatives Often Fail
Read TextPreview

Extract of sample
"Why do Organizational Change Initiatives Often Fail"

Download file to see previous pages How to change may differ across organizations but change is essential for progress or as Abrahamson (2004) calls it “creative destruction”. Without pain no change is possible and the justification for change is “change or perish”. Change could involve a process, technology or public process. Research indicates that almost 56-70 percent of mergers and acquisitions fail to achieve the intended objectives while 90 percent of culture change initiatives fail (Atkinson, 2005). If the change objectives are not achieved, the organization should strive to evaluate the causes of failure. Once the causes can be identified it may be possible to apply change management procedure to achieve the change objectives. Consequences of change failure can be disastrous. Change failures not only result in waste of resources but when changes fail people go cynical and lose motivation to work. Failure in managing change can lead to preconceptions and perceptions that can have a demoralizing effect on employees. The causes of failures that have emerged include shortcomings in change leadership, insufficient attention given to the complexities in the change process, or repetitive change syndrome resulting in initiative overload, change chaos and cynicism. Failures could also occur due to lack of clear compelling statement or vision, or when there is no definite plan or directives, no goals and programs, no methods or deadlines. Speeding up the change process could lead to errors that could be devastating. Management may also fail to recognize that adjustment to change could take time. Various tools have been suggested to manage change effectively the most important suggestion being that change requires effective leadership; it requires more than just managing change. This should be a visionary leadership where the vision is effectively communicated to the people concerned. Empowerment is another effective tool to obtain the intended outcome in the change process as empowerment helps eliminate the obstacles while it also reduces the alienated feeling that employees develop. However, a practicing manager needs to ensure that the stakeholders are involved in the change process from the very beginning. No sense of urgency should be transmitted as this could end up in change chaos. Communication should be honest and be able to generate trust and confidence. Short-term wins should be created as it is an effective tool in receiving cooperation for furthering the process of change. This research was conducted to synthesize the varied perspectives on change leadership and change models that could help an organization to achieve the change objectives. The research will review the top reasons for change initiative failure and how they can be remedied. Various change models of renowned scholars such as Kotter, Lewin, Bridges and Abrahamson have been reviewed and evaluated. 2. Literature Review 2.1 Causes of failure in the change process 2.1.1 Resistance to change Manifestation of resistance Employee resistance to change can be exhibited or communicated in a number of ways, the employees could express cynicism or they may not be “open” to change or “not ready” for change (Peccei, Giangreco & Sebastiano, 2011). The resistance to change manifests itself mainly through low-engagement in pro-change behaviors. There can even be more active anti-change behaviors as when people speak out in public against the change or when they undermine its implementation. Resistance is often displayed passively and covertly, asserts Atkinson. If they were displayed in a forthright manner it would have been possible to deal with them logically. Some times staff may attend a change project and display approval but underneath this external facade they nurture ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Why do Organizational Change Initiatives Often Fail Research Paper”, n.d.)
Retrieved de https://studentshare.org/management/1391190-why-do-organizational-change-initiatives-often
(Why Do Organizational Change Initiatives Often Fail Research Paper)
https://studentshare.org/management/1391190-why-do-organizational-change-initiatives-often.
“Why Do Organizational Change Initiatives Often Fail Research Paper”, n.d. https://studentshare.org/management/1391190-why-do-organizational-change-initiatives-often.
  • Cited: 0 times
Comments (1)
Click to create a comment or rate a document
ma
maximillian78 added comment 1 month ago
Student rated this paper as
Good paper! Used it to finish an assignment for a management course. It was easy as ABC, for the first time in my life.
CHECK THESE SAMPLES - THEY ALSO FIT YOUR TOPIC
Organizational Change & Change Management
For every individual, change is always scary. Most of them time, people are afraid if change because they don’t have believe in unseen or anything new. In most of the cases, people feel incompatible with change and always try to shun it. On other hand, in today’s era, many people think that change will cause insecurity for instance if an organization attempts to implement change by adopting new technologies, then employees would be afraid of this change as new technology and software has chances to replace employees.
12 Pages(3000 words)Assignment
Change Organizational Model
The business at Mace Ford has moved towards challenging phase after it received its dealership from the huge automobile maker “Ford”. The deal came in to effect during the year 2009. Ford provided Mace an intent letter in the month of August 2009 by stating its designation as a Franchisee of Ford in Vigo County.
6 Pages(1500 words)Research Paper
Organizational Change Theory
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.
5 Pages(1250 words)Research Paper
Managing Change / Organizational Change
The corporate social responsibility functions as a self-regulating, in-built mechanism where a business monitors and makes sure that its active compliance with ethical standards, spirit of the law and international norms. This is a process that embraces responsibility of the company’s actions and encourages a positive collision through its various activities on the employees, consumers, environment, community, stakeholders and all other affiliates of the public sphere who are also active stakeholders.
6 Pages(1500 words)Essay
Organizational Change and Innovation
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.
5 Pages(1250 words)Research Paper
Organizational Change
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.
10 Pages(2500 words)Essay
Organizational Change
Business processes and organizational operations are no different. Due to the intervention of technology in the lives of humans, it has become inevitable for companies
8 Pages(2000 words)Research Paper
Change Agents
Sometimes the best ideas are provided by the blue collar workers of the company. Two important traits that change agent possess are leadership and communication skills (Smet, Lavoie, Hioe, 2012). Change agents can help management overcome resistance to change
1 Pages(250 words)Research Paper
Organizational Change Models
Regardless of size, age or the industry in which a business operates, organizations must be ready to cope with the changing market trends at this age in order to fit in the market. This should
3 Pages(750 words)Research Paper
Managing Change
Change management is often regarded as one of the most difficult management functions to execute. This is precisely because of the fact that managing change often involves application of certain ideas that face severe resistances from organizational employees
12 Pages(3000 words)Research Paper
Let us find you another Research Paper on topic Why do Organizational Change Initiatives Often Fail for FREE!
Contact us:
+16312120006
Contact Us Now
FREE Mobile Apps:
  • About StudentShare
  • Testimonials
  • FAQ
  • Blog
  • Free Essays
  • New Essays
  • Essays
  • The Newest Essay Topics
  • Index samples by all dates
Join us:
Contact Us