The Concept of Organizational Change Capacity - Annotated Bibliography Example

Scope of the research The research looks at using the different past published research so that the attributes of organizational capacity of change in the government sector will be understood. This will look at using the different past researchers relevant to the field of study and will thereby help to provide an overview based on which future research will be carried out. The scope further looks at providing the overall framework which will guide towards decision making and will help to highlight the manner in which the attributes of organizational capacity of change in the government sector impacts the process through which different decisions are taken. The scope of the research is limited to the government sector and presents the different factors which have resulted in impacting the manner in which decisions are taken and will have a bearing on the overall relevance of the research. This will thereby provide an opportunity for future research which will help to develop the required direction through which different phenomenon which impacts the working style will be analyzed. Methodology The research looks to use the past research and data to analyze the manner in which the attributes of organizational capacity of change in the government sector is being witnessed. This will help to find out the different variables which impacts decision making and will create a framework through which the research question will be answered. The process will also entail towards identifying the different dimensions and styles which represents the working style. The overall methodology is thereby based on secondary sources where it looks at analyzing the past research and data. This will thereby help to present important findings based on past research and will provide a framework based on which future decisions will be taken. The overall framework will thereby be shaped based on it and will help to identify the future direction based on which research will be carried on. The process of methodology ensures that past research which has been published and is relevant to the field of study is used. The literature which is used will further ensure that the entire process will be aimed at developing and chalking out framework for the future through which the research will provide conclusive evidence and direct the manner in which future decisions will be impacted in the government sector. Literature Review Soparnot, R, 2011, "The concept of organizational change capacity", Journal of Organizational Change Management, Vol. 24 Iss: 5, pp.640 – 661 Scope: The paper looks at examining the manner in which organizational capacity change is enhanced by identifying the different attributes of change. The process helps to strengthen and brings about a complete change in the manner different philosophies are developed and used. The process also helps to strengthens the working of the government sector and provides useful guidance and directives through which better control over the working is established Methodology: The research looks at identifying the different government establishment and researches the manner in which government sector has been able to identify the attributes which will help them to be competitive. The analysis which is carried out by evaluating the different government bodies have helped to substantiate the manner in which business dimensions have been developed and strengthened. Analysis: The development of a business is largely dependent on the process of identifying the different attributes of change. The meaning of change thereby refers to a process of making developments and changes in a systematic manner so that business effectiveness can be achieved. This is a process which looks at striking a chord between the different practitioners. The process of identifying the attributes of change is further dependent on the external stimuli which might be either foreseen or unforeseen which thereby needs to be analyzed and taken care of so that different directives can be developed. The process of change in the government sector further requires that the process looks at developing the different phase so that overall phenomenon and aspect of development can be analyzed. Practitioners have developed a process where they look at identifying the change management process under different banners so that organizational development and institutional reforms can be found out. The usage of change management is quite similar to the process of change management which the private sector uses. The process of identifying the attributes of change management further focuses on the different developmental activities which takes place on an individual organization and will be applied to the manner in which firms and public sector organization respond to the process of change. Crawshaw, J, 2012, HRM, Organizational Capacity for Change, and Performance: A Global Perspective,Volume 54, Issue 6, 54-67 The literature review highlights the manner in which government organization has identified the different attributes of change which contributes towards the growth and development of the government organization. Scope: The paper concentrates on evaluating the different models which helps to initiate the process of change in the government sector. The paper looks at highlighting the different attributes which has directed towards identifying a model which will help towards transforming the manner in which government sector works Methodology: The paper has evaluated and identified the research on different government organization and sector which has used the different attributes of change to develop their business fundamentals. The approach used has been to identify the different sectors and work on the mechanism which has helped them to develop their philosophy and strategies accordingly. Analysis: Each of the model which has been identified helps to initiate the process of change by identifying the different attributes which contributes towards it in the government sector. Mostly in government sector the first approach is used as governmental organizations look to work under the top down approach where employees are expected to carry out the work which has been entrusted to them from the managers. This thereby leads to a process where the government sector initiates the process of capacity for change through a mechanism which will benefit and ensure that the use of resources improves. Jerez-Gomez, P., J. Cespedes-Lorente, et al. 2005. Organizational learning capability: a proposal of measurement. Journal of Business Research 58(6): 715-725. Scope: The scope of the paper looks at finding out the different attributes of change which will help in the process of change management. The scope of the paper is limited to the fact that it looks at evaluating the different dimensions through which government organizations have been able to use the different resources and has been able to bring the required change and transformation so that better control of the different proceedings can be ensured. Methodology: The process looks at evaluating the different government organizations and the manner in which different attributes of change are identified so that a mechanism which will help to identify the different attributes of change can be found out. The process looks at evaluating the different governmental organization not individually but collectively so that the mechanism which will help towards developing the business fundamentals can be identified. Analysis: The government sector through the usage of different assistance will look at identifying the different attributes of change which will help in the process of change management. It instead of focusing on a particular organization will look at the entire sector or region. For example a government intervention will look at developing a process through which health services will be developed so that people infected with different disease can be brought about in a changed fashion. The different social, cultural and economic changes which when analyzed properly will help to achieve the long term goals. With different organizational actors involved in the process of attributes of change will help to develop the entire process and will focus on the different stakeholders and beneficiary groups. The different relevant experience and knowledge thereby not only comes from research findings and experiences but also from the different social changes which might be encountered making it imperative for the government sector so undergo the process of change Judge, W. Q., I. Naoumova, et al. (2009). "Organizational capacity for change and firm performance in a transition economy." The International Journal of Human Resource Management 20(8): 1737-1752 Scope: The paper looks at evaluating the gap which is present in the manner in which different attributes of change are identified and the process which results in creating the gap and has to be filled so that an overall dimension looks at developing the business process for better results. Methodology: The mechanism which has been adopted for the process of organizational capacity for the attributes of change focuses on identifying the manner in which firms develop in a transition economy and when the same is employed in the government sector the different problems which are witnessed. This helps to maximize the overall potential and opportunities and helps to create the required dimensions through which business prosperity can be improved. Analysis: The manner in which organizational capacity for attributes of change has been developed in the government sector highlights the different gaps which are present in the entire working mechanism which needs to be improved and developed so that better process can be ensured. The process of developing organizational capacity for attributes of change thereby has to represent the mechanism which will foster on developing a culture through which the government sector is able to work as the private sector and bring about a complete change in the manner different activities are carried out (Andersen, Grude & Haug, 2004). The manner in which organizational capacity for attributes for change has been implemented in the government sector highlights the following areas which needs to be addressed Lawson, E.; Price, C. 2003. The psychology of change management [Special edition]: McKinsey Quarterly: 2(4): p30–39. Scope: The scope of the paper is limited to the fact that it looks at analyzing the different attributes of changes from the perspective of the employees and identifying the different reasons why employees become reluctant to it. The scope also looks at examining the different attributes through which business attributes which contributes towards change can be better understood and the mechanism will help to deliver better resources usage and effectiveness. Methodology: The research employed here looks at analyzing the employees’ reaction to the different attributes of change and thereby looks to carry out the research on employees. This thereby focuses on carrying on the research based on employees of different organization and gathering information from them. This has helped to identify the mechanism which has helped to develop and identify the attributes of change and the manner in which it impacts employees. Analysis: The manner in which employees react to the different attributes change depends on the manner in which cost benefit analysis is examined so that the change can be facilitated. Members look towards developing contract with the organization so that business is able to change. Another reason which makes individual reluctant to change is the fact that employee are uncertain and unclear about the changes which will make it difficult to make the changes. Also, the changes require a change in the behavior makes it difficult for the business to implement the changes. Another reason which has been identified for the changes is that the psychological contract barriers that people have makes it difficult to ensure changes and have procedures that facilitates it. McAllaster, C. 2004. The 5 Ps of change: Leading change by effectively using leverage points within an organization: Organizational Dynamics: 33(5): p.318–328. Scope: The literature review looks at identifying the different attributes of change which contributes towards providing the required leverage so that business performance is improved and the entire method helps to develop a fundamental through which the process is better initiated. This thereby looks at analyzing the different models and based on it aims at identifying the different directives and perspective which helps to develop the attributes of change model. Methodology: The process looks at using the Sarah model being used in case of organizational change and during the feedback process so that the different attributes of change can be clearly identified. This has helped to use the process where different factors and the manner in which business attributes of change helps in developing business process has been identified and has helped in strengthening the process of carrying out different activities so that organizational gains is increased. Analysis: There are a variety of model that has been used to ensure changes in the management of the business. These models have been developed based on pragmatic context but don’t have any empirical ones. This has made the Sarah model being used in case of organizational change and during the feedback process (McAllaster, 2004, p318–328). This has ensured towards a development of a different model which looks into different forms of transitions. This looks towards the following steps Cessation, losing & Letting Go: This stage looks towards making people to look towards moving from the resistance to accepting the change. This requires that the employees and the management look to make people understand the change and what the change will impact. This will ensure emotional response and enable to deal with it. Neutral Zone: This phase ends when the old ways are given way but new changes haven’t been implemented yet. This might be a difficult process because making employees understand the manner in which changes have to be done and guiding them is a difficult aspect of the business that needs to be looked into. This may lead towards creation of confusion. This makes the management looks towards guiding the employees so that process of change can be easily implemented. Pina, V., Torres, L. 2003. Reshaping public sector accounting: an international comparative view, Canadian Journal of Administrative Sciences. pp. 334-350. Scope: The paper looks at identifying the different tools which will help to identify the factors contributing towards the attributes of change and ensure better synchronization so that efficiency is gained. This will further look at analyzing the same from different perspectives and directions so that a model which strengthens the overall process of identifying the different attributes is strengthened. Methodology: The methodology which has been employed is identifying the different attributes based on organization and then culminating all the factors together so that the different directives and areas which have resulted in the process of attributes of change can be developed. This further looks at using the different factors based on individual and groups so that better identification of the attributes and the manner it contributes towards organizational effectiveness can be garnered. Analysis: This has identified different approaches, issues and strategies to deal with the changing environment. This has increased the use of open operational model which looks to identify the problems both at the individual and organizational level so that the strategies of change can be decided. Some of the common problems that has been identified relates to the strategy being used, process followed and the structure of the organization. This makes it important that the process, structure and strategy are developed so that the organization is able to perform efficiently. This increases the importance of synchronizations as it improves efficiency. (Pina & Torres 2003, pp. 334-350) has thereby developed a model which is fit both at the individual and group level. This identifies different tools like clear goals, different team members, and performance of the members, coordination, faith and belief for the group level. On the individual level different tools like skills, autonomy and feedback can be used to ensure better decision (Pina & Torres 2003, pp. 334-350). Thus this model looks to bring together individual team and organizational performances together. Thus based on this model different diagnostic tools and techniques can be used to ensure change management in which helps to solve the problem of changes that will be required Pablo, A. L., T. Reay, et al. 2007. Identifying, Enabling and Managing Dynamic Capabilities in the Public Sector. Journal of Management Studies 44(5): 687-708 Scope: The paper looks at evaluating the different factors which supports in identifying the different attributes of change and facilitates a process through which better control and effectiveness can be gained. The process also looks at identifying and developing a mechanism which will help to identify each factor minutely and will thereby contribute towards helping in the process of management Methodology: The research uses different organization and based on the study evaluates the different factors which have contributed towards the success of identifying the attributes of change. The process has helped to ensure that better control is exercised and the different resources are used in the most effective and diligent manner. Analysis: Guiding the process step by step is critical for the success of capacity of attributes of change as it develops the internal champions which will act as a major facilitator supporting the role of change management in the organization. The overall process of change management requires experts, consultants, deliverables, trainer and a process which will improve the overall process through which different activities are carried out (Pablo & Reay, et al. 2007). This is an aspect which the government sector hasn’t been able to control and develop leading to problems related to the manner in which different decisions are taken and the manner in which the overall process of change is being monitored. Soparnot, R. 2011. The concept of organizational change capacity. Journal of Organizational Change Management, 24 (5), 640 – 66113 Scope: The paper looks at analyzing the manner in which the different risk which arises when identifying the different attributes of change has been identified. This has been matched by determining the mechanism which will help to control those risk and provide a framework through which better and effective decisions can be taken. The overall process strengthen the different findings and provides better control over the use of different resources Methodology: The methodology used is finding out the different areas and aspect through which better monitoring and control is exercised so it looks at gathering data from different government organizations. This is supported by the fact that the analysis is carried out on different organizations so that a basic framework which supports the identification of different factors can be identified and better strategies can developed to deal with those Analysis: Different proponents and scholars have identified change and capacity differently but in real world they are intertwined. This makes it important to understand the aspect of status quo which when changed will ensure proper capacity development (Soparnot, 2011). Identifying the boundaries which deal with change management work will help to identify the different risks and will provide an opportunity to develop strategies so that risks can be properly handled. This will also help to meet different expectations and plan accordingly so that major ramifications take place. Firstly, the major hurdle in the path of the manager is the resistance which they face from employees. Since employees are reluctant to change and work on the fundamentals of 10/80/10 where 10% are willing to change, 80% are fence sitters and need to be influenced and the remaining 10% resist change. This 10% influences the 80% and thereby the degree of resistance from employees increases. The prime reason which leads towards resistance from employees is the degree of uncertainty which is associated with the change. This will hamper the manner in which the managers work because every step adopted by the manager will find resistance and will make it difficult for the manager to make the changes. Secondly, the other problem which the manager has to deal with is the different perceptions that people within the organization have. The difference in the perception of the people within the organization would impede the process of changes and will thereby create hurdles in the path of the managers to carry out their functions. This would make it difficult for the manager to develop the required policies through which the changes can be properly made. Thirdly, managers have to deal with the additional risk associated with the chances of the change being unfruitful. Since, the process of change looks to make developments which the macro environment provides will require so it cannot be correctly ascertained with accuracy whether the process of change will be correct. This will thereby increase the risk and will require that the manager through the process of change looks to develop a chance of ascertaining the change. This is a situation which has to be dealt with so that the manager is able to ascertain the degree of risk and the manner in which the chances of the change process to be successful can be determined. Read More