The main objective of this paper is to highlight the various perspectives of organisational changes and its impact on the organisational development which can facilitate the organisation to sustain the long run and also help to gain competitive advantages…
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Center of discussion in this paper is organisational change management as the process necessary for an association to identify, to organise, to employ and to attain full benefit from the alterations taking place within or outside the organisational environment. The objectives of organisational change management is concerned with effective planning, execution, measurement and preservation of the initiatives of implementing change strategies as well as augmentation of the capacity required for managing changes. Organisational change can be observed when an organisation intends to streamline its available assets and enhance its capacity to generate value by augmenting effectiveness to a sustainable extent. Changes are considered as ubiquitous in nature that helps progressing as well as achieving experiences which escort to the acceleration of the overall organisational growth. In the current era of globalisation, the process of organisational changes is widely considered to be inevitable. In order to meet the technological as well as environmental challenges of the situations, the teams should be able to adopt changes in due course of time. The change management strategies of an organisation are often based on diverse approaches such as individualistic, socio-economic and structural aspects among others which help in the development of many theories and functions. Along with the advancement of technology as well as new practices, the organisational change management process continues to alter in order to cope with the enduring changes. There are various types of approaches such as traditional, socio-economic, socio-structural and socio-technical approaches among others which deal with organisational change management from differing perspectives. One of the mostly applied perspectives to organisational change management is observed to be the traditional approach that can be effectively described by the Kurt Lewin’s classical model (Friedman & Shcustack, 2008). Kurt Lewin’s classical theory is influential in organisational change management as it focuses mainly on the individual aspects and social psychology rather than observation and problem solving. Lewin proposed that populace respond to any imaginary situation or changes and intends to shape it accordingly. This includes mainly three phases such as unfreezing, moving and refreezing. Unfreezing is a type of challenge faced by every human beings in an organisation. This means that the individual employees are often examined to depict reluctance to change according to the changes occurring within the organisational environment or in its external business environment. However, the reluctant employees ultimately accept the change in order to sustain in the organisation. It involves creation of the preliminary motivation towards the change by communicating the existing problematic situation or scenario to the employees of the organisation. This facilitates to understand the varied viewpoints of the individuals as well as helps to progress people from the ‘frozen’ state to an ‘unfrozen or change’ state so that it can be adopted efficiently by all. Next is the moving or transition stage. It involves recognition of the need of change, that can be in terms of cultural change or structural change in order to ascertain new principles and rules. Refreezing refers to the fortification of the new adjustments in order to accomplish rehabilitated stability among the organisationa
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(Organisational Change and Development Essay Example | Topics and Well Written Essays - 3000 Words)
“Organisational Change and Development Essay Example | Topics and Well Written Essays - 3000 Words”, n.d. https://studentshare.org/management/1394177-organisational-change-and-development.
Organisational Change and Development Contents. Why are there different perspectives on change within organizations? Organizational change is the much discussed topic and the most important question arises is how to bring in change within the organization.
This proliferation of the concept into the system took place in different ways- under the strict dictatorship environment in Chile, implemented as the namely structural adjustment in compliance with the Washington Consensus, imposed alongside the conservative policies in the U.S.
On the other hand, the failures that periodically appear in various organizational operations cause delays in the successful completion of a firm’s projects. Plans of changes need to be available ensuring the appropriate alternation of organizational policies so that they can become more effective – either in the short or the long term.
Neoliberalism is seen as the resultant product of liberalism’s reincarnation. This view portrays liberalism as a political ideology, which has disappeared for a while, only to resurface recently in a reincarnated form. It suggests that liberalism has passed through (3) three processes- growth, decline and reincarnation (Laidler, 2006).
The study leads to the conclusion that change management within organizations is significantly critical to the achievement of efficient and effective organizational management. The process of change management is viewed from different perspectives advancing practical and theoretical practices to change management.
Managers have to cope with their tremendous impact on organisational processes and must adopt sudden changes in order for their organisations to survive. This paper explores the rationale behind change interventions and the difficulty in implementing them in organisations.
In other words it's a dynamic process intended to bring about systemic improvement and change. Thus organizational culture plays a very significant role here. The process of transformation from what an organization now is to a new dimensional growth trajectory is determined by how best change is accepted by the staff.
Though it is often argued that certain organisations like those in the public sector are less adaptive to change then organisations composing the for or nonprofit sector (Salamon, 1995), literature recommending a variety of change management styles and procedures have examined nearly every detail of this unique phenomenon across the globe.
irst section of the paper is literature review where researcher has studied various factors related to resilience, stress and individual’s personality. The next section is discussion section followed by proposed strategy of the task force.
Various factors influence
When looking at specific details of the projects and initiatives, it can be seen that the organizational effectiveness is reliant on both the organizational structure as well as the way in which the products and services are communicated to consumers. A
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