Managing Organizational Change - Term Paper Example

It also offers a basis of evaluating the role of leadership and other change agent in the chance process (Kezar, 2001). An organization in the Financial/Banking Industry derives benefits due to roles played by people in the organization and their attitudes to the change process, especially in condition where there are cases of resistance. Nevertheless, this paper will focus on exploring the organizational change in the Financial/Banking Industry, through a description of management theory and system practices used in the organizations.

Organization change is defines as a form of evolution that takes place though a life cycle, without which, the organization would not be able to develop or grow properly. Therefore, the growth calls for an organization to undergo a substantial change in different points of a development process. Influence of change is substantial to employees, organization and transformation, which is at the purpose of both employees and organization like a decision to terminate a section of business. However, the decision is at the best interests of the organization in their long-term objective, but consequences of that closure can have an adverse impact on employees involved, since they will be faced with problems of unemployment.

In fact, the impact of the changes on the organization and employees, and the possible alternatives of dealing with the changes is a substantial issue that needs addressing. Background Organization change requires a change agent who refers to person that perpetrates the act or develops a process through which things in the organization become different (Shankar, 2013). For instance, a change occurs in situation, which members of an organization adapt or fail to adapt to dynamic environment, which is considered as a way of sustaining their competitive advantage through flexibility (Shankar, 2013).

The role of being a change agent can be undertaken by a HR manager in an organization by implementing organizational change, through a demonstration unique versatility and wide range of skills (Stagl, 2011). The HR manager fostering change in the organization focuses on implementation or execution of activities that deal with employees’ behavior and attitude (Stagl, 2011). Therefore, as a change agent he or she focuses on identifying cues that impede change and the step that can be taken to eliminate these obstacles.

There are other benefits that involve ability to forecast and identify need for change and this serves as a significant contributor that enables the organization to succeed and survive in adverse business environment (Kezar, 2001). Research techniques in the evaluation process offer a basis of applying literature critiquing teleological model, which are dominant model within the literature; in fact, they are evaluated in terms of their relevance for given forms of changes, which are proven by numerous studies (Shani, Pasmore & Woodman, 2011).

Research techniques in the process of evaluating organization change offers recommendations on ways of challenging potential barriers to change, thereby setting principles that can be applied by leaders to establish a new