An Organizational Change within an Organization - Research Paper Example

If you want to survive in today’s corporate world then there are only two ways for it. First, try to be the initiator of the change and make others follow you. Or else, follow quietly the ones who are leading the way. There is no other way out, you will be bringing the change, or you will be following the change. Either way, change is inevitable. Organizations that realize the same have been the most successful ones, the ones that failed to understand this formula did not even manage to find a place in history, and they just do not exist.

Now this change can take many forms. Geographical expansion, the introduction of a new service or product, technological change, strategic change, change of policies, or rules and regulations, change in the organizational structure, downsizing and others. Despite the fact that all these changes occur quite often in organizations but considering the current financial recession, downsizing is the most common to hear. “Downsizing is nothing less than a toxic solution. If used cautiously and with planning, downsizing can get things back on track.

However, when layoffs are used repeatedly without a thoughtful strategy or are even used once but without care and planning, downsizing can destroy the intellectual capital, productivity, effectiveness, and expectations of continuous innovation of the organization and emotional strength, trust, comfort and relationships of employees”. The rest of this paper is an attempt to look at the key stakeholders involved in this process, preferred change management approach, steps that can be taken to avoid any adverse impact of the change and example of HP and how they managed to through the recent downsizing.

Quite understandably, during layoffs the important thing stakeholders remain the employees and their managers or employers.