In modern era economy, organisational change is necessary in order to cope and to remain exist in the business, it happens continuously due to rapid change in business environment either internal or external. It is considered very important for an organisation perspective in terms of success, for better customer satisfaction and creating new competitive advantages, eliminating those activities which does add value to organisation operation. Change is not always easy and people organisation may resist if their voice suppressed and as a result a resistance is created.
Organization Organizational change is an ongoing process with important implications for organizational effectiveness. An organization and its members must be constantly on the alert for changes from within the organization and from the outside environment, and they must learn how to adjust to change quickly and effectively.
Organizational change is the movement of an organization away from its present state and toward some future state to increase its effectiveness.
We will write a custom essay sample on Organizational change or any similar topic specifically for you Do Not Waste HIRE WRITER Forces for organizational change include competitive forces; economic, political, and global forces; demographic and social forces; and ethical forces.
Organizations are often reluctant to change because resistance to change at the organization, group, and individual levels has given rise to organizational inertia. Sources of organization-level resistance to change include power and conflict, differences in functional orientation, mechanistic structure, and organizational culture.
Sources of group-level resistance to change include group norms, group cohesiveness, and groupthink and escalation of commitment. Sources of individual-level resistance to change include uncertainty and insecurity, selective perception and retention, and habit.
To get an organization to change, managers must find a way to increase the forces for change, reduce resistance to change, or do both simultaneously.
Types of change fall into two broad categories: The main instruments of evolutionary change are sociotechnical systems theory, total quality management, and the development of flexible workers and work teams.
The main instruments of revolutionary change are reengineering, restructuring, and innovation. Often, the revolutionary types of change that result from restructuring and reengineering are necessary only because an organization and its managers ignored or were unaware of changes in the environment and did not make incremental changes as needed.
Action research is a strategy that managers can use to plan the change process. The main steps in action research are a diagnosis and analysis of the organization, b determining the desired future state, c implementing action, d evaluating the action, and e institutionalizing action research.
Organizational development OD is a series of techniques and methods to increase the adaptability of organizations.
OD techniques can be used to overcome resistance to change and to help the organization to change itself.
OD techniques for dealing with resistance to change include education and communication, participation and empowerment, facilitation, bargaining and negotiation, manipulation, and coercion. OD techniques for promoting change include, at the individual level, counseling, sensitivity training, and process consultation; at the group level, team building and intergroup training; and at the organizational level, organizational confrontation meetings.
Organizational change is the process by which organizations move from their current or present state to some desired future state to increase their effectiveness. An organization in decline may need to restructure its competences and resources to improve its fit with a changing environment.
Even thriving, high-performing organizations such as Google, Apple, and Facebook need to continuously change the way they operate over time to meet ongoing challenges.
Targets of Change Organizational change includes changes in four areas: Because these skills and abilities give an organization a competitive advantage, organizations must continually monitor their structures to find the most effective way of motivating and organizing human resources to acquire and use their skills.
Changes made in human resources include investment in training, socializing employees, changing norms to motivate a diverse workforce, monitoring promotion and reward systems, and changing top management.
Each organizational function needs to develop procedures that allow it to manage the particular environment it faces. Crucial functions grow in importance while those whose usefulness is declining shrink.
Thus, key functions grow in importance.
Organizations can change structure, culture, and technology to improve the value created by functions. Refer to Figure Managing change is crucial when competing for customers. To lead on the dimensions of efficiency or quality, an organization must constantly adopt the latest technology as it becomes available.Essay BSBINNB Manage Organisational change Assessment Task 2 Develop a change management strategy Submission details Candidate’s name Phone no.
Assessor’s name Phone no. Assessment site Assessment date/s Time/s The assessment task is due on the date specified by your assessor. Organizational change is the management of realigning an organization to meet the changing demands of its business environment, including improving service delivery and capitalizing on business opportunities, underpinned by business process improvement and technologies.
- ORGANIZATIONAL CHANGE 2 A Perspective on Organizational Changes An organization goes through many barriers when implementing changes to restructure the daily routines when the foundation is surrounded by a person in charge changing on a .
Sep 02, · Organizational Development and Change 10 Introduction Change within an organization could be induced at 3 extensive levels, in the management of the environment associated with industry, at the organization level and at the workforce level, where change is going to be concerned with the activities of employees within an .
Organisational Behaviour Essay. module 1 and 2 to conduct a critical analysis of the two job related attitudes: job satisfaction and organisational commitment as they manifest in this case.
Organisational Change Chapter 2 The Nature of Change 1 Introduction The chapter: Discusses a number of frameworks for categorising change.
Explains why, in order to be effective, it is necessary to understand the differences between various types of change.