We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.
Nobody downloaded yet

Managing Organisational Change - decentralization of power and the empowerment of employees - Essay Example

Comments (0)
Nothing is permanent except change. The validity of this cardinal truth is no more confined to the crumpling pages of some esoteric text pertaining to some Eastern metaphysical philosophy. Infact, the change has become the unavoidable destiny of the 21st century…
Download full paper

Extract of sample
Managing Organisational Change - decentralization of power and the empowerment of employees

Download file to see previous pages... The scope of this already demanding situation is further aggravated by the ensuing technological revolutions that are unleashing ground breaking changes at a rapid pace. The source of such a change traces its origins to both within and outside the organisations. External social, economic and technological changes push the organisations and institutions into an adaptive mode. The resulting pressure ultimately percolates down to the individual employees that alters or motivates to alter the basic aspects of the concerned individuals' overall personality and style of communication (Burnes, 2000, p.258-259). Now if such a competitive scenario is further analysed in the context of the universal economic integration that is the direct outcome of globalization, one comes to the conclusion that it is next to impossible for the organisations and businesses to survive without a proactive initiative on the part of their individual employees in favour of change (Ollinger, 2006, p.1). A fast evolving and metamorphosing global economy demands every individual to be an instrument of change. Off course such a change can only be meaningful if it is well managed and positive in its outlook.
The query that deserves one's utmost attention is that are the organisations able to adapt to change in a smooth and eas...
rves one's utmost attention is that are the organisations able to adapt to change in a smooth and easy way Does change automatically moulds the organisations in its natural course or does it require to be meticulously managed There is no dearth of theoreticians who believe that organisations are naturally malleable to change and somehow manage to adapt to the unfolding circumstances on their own (Thompson, 1967, p.35). However, there does exist a school of somewhat cautious thinkers who hold that there exists a sense of inertia within the organisations, the magnitude of which may vary from one organisation to other, that makes them somewhat inflexible and if left unmanaged may turn out to be eventually hazardous (Hannan and Freeman, 1977). Realistically speaking, organisational change is often a double edged sword that may prove to be either disruptive or adaptive in its outcome (Haveman, 1992, p.48-75). Usually it often gets very difficult for organisations to accept change and the initial reaction is always marked by a spontaneous or deliberate resistance. The framework of almost all the organisations often rests on certain institutional or technical structures built over time that often turn out to be the very source of such resistance (Granovetter, 1985, p.481-510). The astonishing fact is that such structures do not directly oppose any sort of change within the organisations, at least at an obvious level. The ultimate resistance more then often comes from the members or the employees in the organisations who can be considered to be the eventual outcome or the final by product of such structures (Coch, & French, 1948, p.512-532). Infact such institutional or technical structures insidiously oppose the change in the sense that even when the change is accepted and ...Download file to see next pagesRead More
Comments (0)
Click to create a comment
International Organisational Behaviour
He had no clue that within a couple of decades, the company that he built with a friend Akio Morita, would go on to become one of the biggest conglomerate multinational companies of the world. In 1998, Brown University awarded Mr. Masaru Ibuka, the co-founder of Sony Corporation with Honorary Doctorate Degree in Science (Sony, 2011).
12 Pages(3000 words)Essay
Managing Organisational Change
Harvey and Brown said in 1992: "Organisational development involves the long-term, system-wide application of behavioural science techniques to increase Organisation effectiveness. Organisational development works on the idea that Organisation change involves improving the way people work in teams and the way team activities are integrated with Organisational goals"(Randal 31).
12 Pages(3000 words)Essay
Managing Organisational Change Assessment 3
Infact, organisational change is not a minor procedure that involves short term adjustments and renovations, but a holistic process that influences the life of every single person working within and organisation (Ander & Lindstorm, 2008). So much so that organisational change can alter the views and expectations of even people existing outside the organisations, be it the customers or the suppliers.
15 Pages(3750 words)Essay
Managing Organisational design and change
g a system of co-ordinated activities in which individuals and groups of people work co-operatively under leadership toward commonly understood and accepted goal” (Watson, Gallagher and Armstrong, 2005. p.151). The aim and objective of the united people who create an
11 Pages(2750 words)Essay
Managing Organisational Change
Day in an out, companies experience different forms of changes in their organizational set up. Human resource management, finances, equipment, organizational structure and
6 Pages(1500 words)Essay
Managing Organisational Change
Undertaking organizational change should be done with a lot of caution and precision. This is because wrong changes can result in the absolute collapse of an
2 Pages(500 words)Essay
Managing Organisational Change
Such people who are concerned about taking glory would simply oppose the subordinate who wants to bring about the change. The issue discussed in the case study seems to have a similar setting. It is for the sake of such possible ill-feelings about
2 Pages(500 words)Essay
Managing Organisational Change
The change models that were identified were customer value creation, revenue creation and business expansion. Under each model, specific strategies were outlined. For instance under the customer value creation model, customer relationship management and eternal peer
10 Pages(2500 words)Essay
Management, People and Organisations - Managing the United Kingdom National Health Service
It outlines the importance of managing these variables collectively in an unstable environment to achieve goals. It also sheds light on the internal and external forces that induce
13 Pages(3250 words)Essay
Managing Organisational Change
Carefully developed plans can disintegrate during the process of implementation disrupting the outcome and the lives of the individuals
7 Pages(1750 words)Essay
Let us find you another Essay on topic Managing Organisational Change - decentralization of power and the empowerment of employees for FREE!
Contact us:
Contact Us Now
FREE Mobile Apps:
  • About StudentShare
  • Testimonials
  • FAQ
  • Blog
  • Free Essays
  • New Essays
  • Essays
  • The Newest Essay Topics
  • Index samples by all dates
Join us:
Contact Us