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
GRAB THE BEST PAPER95.6% 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 5 months 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
...delving into why organizations change; what types of changes may occur; and what resistance might come with change. Why do organizations change? 1. The Nature of Change a. Definitions change and organizational change. According to Martires and Fule (2004), change is any alteration in the present state of a system. In social organizations, change is initiated, implemented, and maintained to achieve a new and higher level of performance by the system. In a report written by Kezar (2001), the author...
7 Pages(2500 words)Essay
Organizational Change & Change Management
.... Remove Hurdles/ Barriers 6. Create Short Term Successes 7. Build the Change 8. Infuse the Change in Organizational Culture (Kotter's 8-Step Change Model, n.d.)  3.2 Change Template Before implementing change, every organization conducts some procedures for getting aware of the employee’s perspective. In order to do so, many organizations construct templates and ask their employees to fill that. By doing so, organization get acquainted of the mental, emotional and psychological condition of employee in adapting that change. It also helps organizations in getting aware of the condition of...
12 Pages(3000 words)Assignment
Organizational Change
..., and in the shortest time. The training and development methods keep the individuals updated with technological and organizational developments. Application Stages The application stages of the training and development process implemented as an intervention to change in the organizations is as follows: Need Assessment Needs assessment is a process to identify and meet the needs, or "gaps" between current conditions and conditions targeted. It is often used to improve the individuals or education and training programs, organizations, or communities. Thus, every officer in charge of the work needs to formulate and implement a continuous training which makes the employees fit and...
8 Pages(2000 words)Essay
Managing Change / Organizational Change
..., the CSR aids an organization to achieve its mission and vision and also serves as a guide in what the company actually stands for and its promise to the consumers. The main focus of this paper is the areas concerned with the organizational process of Nike Inc (Lisbeth 2010). The health of the community in most instances reflects heavily on the health of the enterprise. At the lowest definition, a social responsibility makes use of the sustainable business practices that bring good to community ensuring that it is safe from harm. At the highest point of defining the term, corporate responsibility policies build meaningful and lasting relationships among the employees, public and the consumers. Taking the community into...
6 Pages(1500 words)Essay
Organizational Change
...?Running head: organizational change Organizational Change It is a known fact that change is inevitable in business world; changehelps businesses to thrive and sustain. However, as the first reaction, more often the notion of change brings about unwarranted reactions from employees. Yet, organizations have to manage to bring about change by earning acceptance and cooperation from employees in order to successfully implement the desired change. Hence, organizational change has been taken up seriously in organizational behavior literature...
3 Pages(750 words)Essay
Organizational Change
...Organizational Change Organizational Change: Integration of Technology in Business Processes Introduction The only constant element of life is change. Nothing can escape the effect of the changing times and processes. The incremental changes in technology have also taken their toll on all fields and professions, such as education has been modified with the introduction of virtual learning management systems, the experience of shopping has been changed with the integration of e-commerce etc. Business processes and organizational operations are no different. Due to the intervention of...
8 Pages(2000 words)Research Paper
Organizational Change
...ABC Corrections Agency XYZ Consultants 2 February Organizational Change in Correction’s Agencies Implementing Organizational Change in Correction’s Agencies Implementing organizational change in any entity can be a difficult process. However, the eagerness of change in an organization can immensely influence the innovation ability. This eagerness is reflected in attitudes, beliefs and intentions of organization’s member. In correction agency, implementing is even more difficult. A snapshot of implementing change in correction’s agency has been given below. Methods of Organizational...
2 Pages(500 words)Essay
Organizational change
...to implement changes, fail to understand how the human resource can become the focus of this change. Many of them focus on the production processes and financial aspects; hence conclude that changing the human resource means hiring more employees, consequently increasing production. Fundamental understanding of the external factors affecting the output of employees remains essential when initiating people focused organisational changes. Understanding the content marks the beginning of change implementation as process and structures can be implemented. Content myopia should be avoided as this serves only to understand the...
8 Pages(2000 words)Assignment
Organizational Change
...of successful organizational change is communication (Fernandez and Rainey, 2006). It is imperative for the leadership to communicate to the employees on its vision in regards the change process. On various occasions, leaders often assume that the employees understand the change process while they do not. Leaders need to listen to their employees’ concerns and come up with the best ways to address them (Lewis, 2011). This can be through timely communication which is done for business purposes and is clearly laid down. Thirdly, training should be an important procedure in dealing with any change process. Training allows...
2 Pages(500 words)Essay
Organizational Change
...Organizational Change Insert Details: Affiliation: Introduction Change, on the other hand, refers to the process in which new laws and customs are implemented for the development of a new structure in an organization. Change may be positive or negative depending on the rules and regulations of society. Positive change is accepted by the society and will be effectively implemented, and it is usually an accepted occurrence. Negative change that is the presenting of the change will cause problems such as defiance of the law and opposition to authority. Organizational change refers to the...
3 Pages(750 words)Essay
sponsored ads
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.
Let us find you another Research Paper on topic Why do Organizational Change Initiatives Often Fail for FREE!
Contact Us