The researcher develops the following research questions that need to be answered to affirm the findings: What are characteristics or attributes of innovative companies? Why do organizations change? What types of changes may occur? What resistance might come with change?…
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This research will begin with the statement that it has been a most frequently used adage that nothing is constant except change. In contemporary organizations, experience has proven that business entities require both stability and continuity, in conjunction with innovation and adaptation. Without equilibrium, any business organization could not effectively function; yet, without adaptation, it definitely cannot survive. The option open to organizations is not between continuity or discontinuity, but a balance between them. Organizational change is, therefore, the quintessence of adaptation and innovation: a crucial and necessary fact of life. According to Martires and Fule, 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, the author cited two definitions of organizational change, to wit: “Burnes noted that organizational change refers to understanding alterations within organizations at the broadest level among individuals, groups, and at the collective level across the entire organization. Another definition is that change is the observation of difference over time in one or more dimensions of an entity”. From these meanings, it is therefore apparent that organizational change contains transformations of one or more elements within the organization over a pre-defined period of time....
People have been located at the center because it is they who link all other variables in a productive way. The organization tries to obtain a new level of performance and excellence by adjusting its internal functions and processes, as well as modifying its goals. This means that any or all of the five variables may be changed to realize the necessary adjustment. Furthermore, the system’s elements are highly interdependent and interrelated, and any change in one will have an influence on the others. 3. Characteristics or Attributes of Innovative Companies. Since innovation is crucial to organizational effectiveness and growth, the question of what characterizes innovative companies is an important one in managing change. Answers to this question provide broad outlines for action and give the change process its direction. Thomas J. Peters and Robert H. Waterman, Jr.’s (1982) research on successful American companies offers significant insights as to where the direction of change should be. In their study, they identified eight attributes which distinguish excellent and innovative companies from those which are not. The authors noted that not all eight attributes were present to the same degree in the excellent companies that they studied. But in every case, at least a preponderance of the eight was clearly visible. These attributes or characteristics of innovative companies are enumerated herewith: (1) a bias for action; (2) close to the customer; (3) autonomy and entrepreneurship; (4) productivity through people; (5) hands on and value driven; (6) stick to the knitting; (7) simple form and lean staff; and finally (8) simultaneous loose-tight properties (Peters and Waterman, 1982, pp. 13-15). 4. Identify
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“Organizational Change Essay Example | Topics and Well Written Essays - 2500 Words”, n.d. https://studentshare.org/management/1392307-organizational-change.
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.
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.
Creating an Effective Communication Plan: The organizational change in recent years has become very necessary as the competition in the local and international market is constantly increasing. For competing with rivals and coping up with the market change, it is necessary for organizations to bring a change in their overall operations.
Normally, an organizational change will occur as a response to specific change in aspects of the organizational culture. Organizational change may also occur as a form of response to a crisis within the organization. Most importantly, a manager who is radical or progressive initiates this process.
Public sector organizations are bringing changes in their political, social and economical environment. Moreover, they are trying to implement new information and communication technology in their business process. Successful organizational change is a time consuming process.
Leadership requires that the leader demonstrate the importance of the change to his staff and involves leading by example while appreciating each of the workers’ efforts. Additionally, a leader could demonstrate to his workers that the change will have