A Literature Review: Organizational Change for the Period from 2000 to 2012

With the rapid development of social, they are many increasing uncertainties in the business environment. Organization change aims to the development and improve of organizations, Although the change is not easy to go through, but you must be able to adopt to the new environment. Because a large business environment, organizations constantly face with structural changes, market challenges, and culture shock. When an organization 's development through different life cycles, just like people have to through the successful development of the life cycle. It is to important factor to including factors that are linked to external environmental changes and will improve the internal environment, managerial effectiveness.‘The most common known

Organizational change encompasses many challenges to both the individual, and the organization. An organization is a living system, as Flower (2002) states “living systems cannot survive without change, challenge, variety, and surprise” (Flower, 2002, p. 16). An organization requires the ability to adapt in to survive as Darwin states in The Origin of Man, “It is not the strongest of the species that survives, nor the most intelligent, but the one most responsive to change” (Read Me First, 2013, p. 1). It must adapt to the changing market, global economic pressures, stakeholder demands, and the diverse needs

Before I took the Leadership Skills Questionnaire, I took a moment to read the role of a leader, and selected the two types of leader I categorized myself as to be (1) Transformational and (2) Charismatic from the list. It is interestingly to notice that my Leadership Skills results were exactly the two styles that I have chosen. According to the Leadership Self-Assessment, the role of the leader in the Transformational Leadership would be to motivate and inspire others. In addition, the leader would be charismatic, inspirational, role model, and work well with others in the group. This type of role resonates well with my leadership style, without a doubt. Next, is the role of the Charismatic Leadership, which describes trust, self –confident,

Organizational development (OD) and implementing change in an organization can be a complex and challenging task. It is important to understand what Organizational development (OD) is and the change management approaches will work best with the organization and its people to manage change. In todays, globalize economy organizations experience rapid changes that managers have to be able to manage. I will discuss what organizational development, how to implement changes and different change management approaches. Compare and contrast OD and change management approaches categorizing when each approach is appropriate, advantages and disadvantage each have.

The purpose of this paper is to discuss organizational change and the management of that change. I will talk about the different drivers of change, the factors a leader needs to weigh to implement change effectively, the various resistances a leader may encounter while trying to implement change, and how various leadership styles will effect the realization of change. I will also discuss the knowledge I have gained through the completion of this assignment and how I think it might affect the way I manage change in my workplace.

Many companies emphasize a culture of continuous improvement. While never being satisfied with the status quo can drive

Change is inevitable, especially in the world where technology is developing continuously and economy is altering rapidly. Change has been defined as the omnipresence and permeation of all aspect of our lives through involvement in the workplace, in home, in how we conducting the community connections and engaging with others in society (Dawson and Andriopoulos, 2014). Organizations are tested to push into new projects and advance their performances. These days, maintainable success relies on upon managing change. As organisations, it is the basic culture - the construction itself, which means organisational arrangement for decision making, responsibility, management and distribution of power, and how the organisation administrates, reacts to and related to its external environment (Tushman & Romanelli, 1985). However, change is not commonly an issue of reacting to triggers; organisations could figure tendencies and chances, and be proactive through managing change (Huczynski & Buchanan, 2013). To make this phenomenon clear, first, the purpose of this paper provides the analysis about the organisational change using theories of organisational change. Another part aims to evaluate and discuss the principles of effective change management in organisations.

Nowadays, ever-changing unstable business environment begins to question companies’ decision in using organizational development as a response to organizational change. According to Waddell, Cummings, & Worley (2011) Organizational change is an approach to correct the organization’s strategy in order to be fitted with the current business environment. Organizational change is a natural course for nowadays changing business environment, unavoidable, and managers’ need to make sure that the organization is fit to the changing environments. This is because when an organization are unable to be fit with the current business environment, they will be forgotten and competitors will replace their position. Example of business who are unable to

Nowadays, ever-changing unstable business environment begins to question companies’ decision in using organizational development as a response to organizational change. According to Waddell, Cummings, & Worley (2011) Organizational change is an approach to correct the organization’s strategy in order to be fit with the current business environment. Organizational change is a natural course for nowadays changing business environment, unavoidable, and managers’ need to make sure that the organization is fit to the changing environments. This is because when an organization are unable to be fit with the current business environment, they will be forgotten and competitors will replace their position. Examples of business who is unable to follow business environment is Kodak. Back then, they used to be the most innovative business in their times, but since smartphones substitutes camera, they were not be able to overcome the changing business environment and keep being the Kodak that is used to be in their early days. As a consequence, consumers shifted brands because Kodak were not able to meet customers’ needs and demands (“The last Kodak moment?”, 2012).

For any business in the rapidly evolving world of business, planning and implementing successful organizational change is indispensable. Essentially, organizational change refers to a process whereby an organization strives to optimize performance in order to achieve its ideal state characterized by high performance and profitability (Côté & Mayhew, 2014). Any business would be more likely to lose its competitive edge, as well as fail to meet the demands of its loyal consumers if it doesn’t plan and implement change. Weiss (2012) emphasizes that all organizations ought to embrace change, and it’s imperative to note that successful organizational change doesn’t involve simple process of adjustments; instead it requires appropriate change management capabilities.

Organizational Change Management encompasses all activities aimed at helping an organization successfully accept and adopt new technologies and new ways to serve its customers. Effective change management enables the transformation of strategy, processes, technology, and people to enhance performance and ensure continuous improvement in an ever-changing environment. A comprehensive and structured approach to organizational change management is critical to the success of any project that will bring about significant change.

There is so much information in regard to how and why organizations should change. However, there exists little information on the issue of change (Ramanathan, 2009). The existing definition of organizational change is insufficient. Research on peoples rational choices indicate that change derives from perceived actions dependant with external reality, and objectives (Woodman, Pasmore & Shani, 2009). Placing change in context claims that it is resultant from pressures of an institutions' routines (Cameron & Green, 2009). However, both of these depict what change is, in its responsibility of passing of an entity. This could be an organization, marketing or accounting models from an existing status to a new and unique model. These transitions become necessary in tough economic times, when organizations lose focus and direction, leaving them struggling to find the best means of handling emergent situations (Senior & Swailes, 2010).

Organizational Change Management is the framework for managing new effects or organizational structure or cultural changes within an organization. Any organization can face a change and there are steps that make these changes easier. Some changes can be planned or unplanned, and slow to a radical change. Change can be through customers, suppliers, stakeholders, technology, or employees. You cannot control change but you can react to it in a way that will make it easier to adapt. Every business is out to compete with another and having a strategic plan in place can help a company strive to meet their customer needs. (Repurposed from HRM445-1301B-03, February 21, 2013).

The study of organizational change is a subject that has attracted diverse academic discourses. Over time and across academia, scholars are concerned with various aspects change. Moreover, in spite of the various perspectives and conclusions on the subject matter, there appears to be consensus that indeed, the way change is introduced in an organization determines the success of the intended projects or strategic goals of the organization (Williams, 2006). Practically, in most of the organizations, change is viewed as a bad thing. In other words, managers may not wish to condone the resistance of their proposed projects since they delay the achievement of the goals. Hence the salient question to ask is whether resistance to

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 organization. Porter (1980) asserts that every level must be individually tackled. He illustrates key points and recognizes the role of traditional managers in controlling change at the respective degrees. Most of the contemporary research has corroborated the findings of Porter (Aniisu, 2009).