Essay on Business Change

Businesses are facing a dichotomy between wanting to chalk out an all-time structure and strategy for their organization, and recognizing that their world is in a constant state of flux [3]. For most of the 20th century they were largely focused on the static elements of this dichotomy. However, in the last decade changes have become more frequent and more dramatic, so much so that a whole branch of management is now devoted to the subject of change itself.

Resistance to change is an expected reaction of human nature. We are not accustomed to change, as it is possible to lead to failure; however, there are also ways to manage the resistance within the company.

After reviewing and researching the literature with respect to organizational changes, I have come to the conclusion that organizations have always changed. When everything in the world is changing, organization cannot remain islands. They must change to face new challenges. Bolman and Deal (2008) claim organizations have changed about as much as in past few decades as in the preceding century. Bolman and Deal (2008) claim means that the change organizations have experienced in the last decade are almost similar to those they experience in at the end of the twentieth century.

Change has become necessary for every organisation there is. World is moving rapidly towards better technologies, efficient systems, new techniques, compact profits, different friendlier environments and organisations are always in the race to reach new heights by thriving effectively in this competitive environment (Kotter, 1996).

Change in a business is inevitable and typically only the strongest thrive. With a fluctuating economy and constant technological advancements, organizations are expected to adapt in order to survive. When a business is posed with an issue or change, it must develop new business and strategy structures and implements those developments throughout the entire company. Communication, education and participation are all required for a change model to be successful. Though change and adaptation may be needed to better the company, with implementation of change comes resistance. Most companies face resistance on an organizational and individual level during a transition. However, it is how the company is able to overcome

1. What factors contribute to the rapid pace of change in business? Is the pace likely to accelerate or decrease over the next decade? Why?

Technical resistance is caused when employees are concerned about the capital that was invested in the technology and equipment that is currently being used. There is also cultural resistance that is difficult for employees to change values, norms, and procedures that are supported by the current culture within the organization. The final type of resistance is political resistance. This happens when decisions made in the past are now being questioned which can cause certain stakeholders to feel threatened (Van Dijk, & Van Dick, 2009).

Today, the global business sphere is growing swiftly in terms of organizations and management in general. New market trends and strategies are being implemented from old fashion to modern ways, in order to best manage and take control of the organization, along with boosting the employees ' confidence. Ever since the dawn of trade and services, the customer has been the main priority in the promise of a fruitful business. In order to efficiently serve the valuable customer, organizations have opted to allocate more and more cash towards Research & Development in millions of dollars, along with efficiently knowing when to change management in correspondence with the organization 's progress. This has all helped with an advancement in corporate technology and asset growth in the desire of pursuing a healthy growth of profits in the long term.

Changing situations throughout the world affect all organizations in business today. Therefore, most organizations acknowledge the need to experience change and transformation in order to survive. The key challenges companies face are due to the advancements in technology, the social environment caused by globalization, the pace of competition, and the demands regarding customer expectations. It is difficult to overcome the obstacles involved with change despite all the articles, books, and publications devoted to the topic. People are naturally resistant to fundamental changes and often intimidated by the process; the old traditional patterns and methods are no longer effective.

To identify the key elements of the resistanceto change described in this situation, one may make use of the six Change Approaches of Kotter and Schlesinger.[1]The model prevents, minimizes or descreases resistance to change in organizations. According to Kotter and Schlesinger (1979), there are four reasons that why people resist change, three of which are applicable to this case:

A need for growth in any organization to stay a viable entity must occur. Organizational change is inevitable. Just like anything in life, markets and cultures change which require constant attention and preparation. In order to be successful in any market, an organization has to be able transform itself to the needs for the market. CrysTel is no stranger to change. CrysTel is a telecommunication company with over 2500 employees and a gross income of approximately $200 million a year. Products included in there list of services include data cables, wireless solutions, and network development. The product profile is data cables, wireless solutions and network development. Because of the nature of

Managing a business requires an enormous amount of time, effort, calculation, organization, commitment, examination, dedication, and cohesiveness. For this reason, when managing innovation, one must ensure that the proper research is conducted, the necessary information obtained, as well as, the strengths and weaknesses identified. In addition, one must carefully assess any possible opportunities or threats. In fact, by carefully managing change, one can, without a doubt, reduce or prevent the risk factors affiliated with change. Moreover, one must ensure that the information is properly conveyed and comprehended by all parties; specially to avoid any miscommunication. Unfortunately, one must consider the fact that certain risks will occur; therefore, one should be prepare and plan for such situations and remain flexible; specially to make the necessary adjustments. That said, everyone should work together and be willing to adapt to any necessary transformations (Tidd & Bessant, 2013). Considering the significance of managing change, one, will select a problem within Kenner Army Health Clinic and devise a plan for change.

In this dynamic business environment, change is inevitable. Changes can be planned, or unintentional: depending on the driving forces behind. The major forces for change can be derived from the nature of the workforce, technology, economic shocks, competition, social trends, and world politics (Robbins & Judge, 2011). In this post the author will explain the Kotter’s eight –step approaches to managing organizational change and discuss how his company handles the planned changes in term of organization reconstruction.

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.

All companies, specifically Multinational Corporations (MNC), are faced with a progressively complex environment in order to accommodate global economies, accelerated advancements in technology, evolving socio-cultural ideals, rapidly changing demographics and new consumer trends (Goksoy, 2016). In today’s world, it is highly essential for a multinational corporation to respond quickly to the ever-changing environment and to the highly competitive outside forces that affect businesses. Due to all of these factors, change management requires a delicate balance. To offer an example of change, technology has allowed for the quick exchange of information in addition to how employees and managers can attend meetings for work. Moreover, information put out on social media can affect a public company in the stock market. For these reasons and many more, an organization must be able to react and implement change to further the success and status of the company. For the past couple of months, a division manager for Starbucks has been frustrated because the changes he tries to implement have been significantly unsuccessful. As a consultant for the company, the author has prepared a procedural document that the division manager can refer to when such changes need to be incorporated. At the end of every procedure given, the ways in which to overcome resistance to change are included.