Change Within Organizations, A Necessary Process For Its Growth

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

| This model has steps of how organization’s change. There are three steps 1) exploration, 2) planning, 3) action, and 4) integration. The exploration is how organization verify the need for change and acquire the necessary resources (such as expertise) to make the change. Planning involves the decision makers and technical experts and the plan is signed off by the manager. Action is completed by feedback and the replanning. The integration aligns the change with other areas in

John Everet will act as the playboy by displaying a lack of involvement through his

Lippitt’s Phases of Change is an extension of Lewin’s Three-Step Theory. The focus on Lippitt’s change theory is on the change agent rather than the change itself.

Managing organizational change is the process of planning and implementing change in organizations with maximum effectiveness and minimum circumstances and resistance. Today 's business environment requires companies to undergo changes almost constantly if they are to remain competitive. In this project paper I am going to discuss organizational change in PepsiCo. I will take a closer look on management approach and forces for change. I will introduce the change, make diagnosis and discuss how the change can be implemented.

Organic structures are flexible and decentralized and communication lines are more fluid and flexible (David et al., 2013). Employee job descriptions are broader and employees are asked to perform duties based on the specific needs of the organization. Organic structures tend to be related to higher levels of job satisfaction on the part of employees. These structures are conducive to entrepreneurial behavior, continuous improvement and innovativeness.

The merging of public expectations into a business model is not just about implementing change in an organization. It's about recognizing that change is for a reason of improving the wider social or community benefits and integrating bottom line profitability potentials. To make this happen, there has to be a blending of these values such that both elements of the new organization are realized an effort that is only now just beginning to happen (. Many organizations seem to want to achieve this goal even if it means moving their operations into the field of chaos where innovation gets to mix with opportunity.

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 is an important to every business. Companies that don’t change become obsolete and susceptible to being irrelevant. Blockbuster and Blackberry are perfect examples of adapting to opportunity which ultimately was the reason they went out of business. Netflix and Apple are companies that capitalized on changes in the marketplace and were able to profit on the mistakes of the competition. The manner that a company presents change is an important part of its success. When leaders developed their business strategies, it is in their best interest to incorporate as many members of the team, then deliver it in a manner that makes employees feel like part of the solution. This is how buy in is achieved, and can be the difference between failure and success. For this paper I will describe a made up organization’s history, products, and major competitors. I will develop a current situation of the organization in the market and factors that have an impact on the organization. A SWOT will be defined and created to determine its place in the market, then three areas I will discuss why these areas are essential for the success of the company. Finally, I will determine metrics to gage the results of the company.

Change management is relevant as though the research finds that change is taking place at an ever-increasing pace, the evidence suggests that most change initiatives fail. For example, recent CIPD research suggested that less than 60% of re-organisations met their stated objectives which are usually bottom line improvement. This is consistent with other published research.

The Burke-Litwin Model highlights the main elements or source of major transformational change and also the changes that are incremental in nature. The four transformational factors are external environment, mission and strategy, leadership, and organizational culture. The main cause that makes a company to make changes is the external environment. It can force any organization to make changes to its mission, culture, leadership, and operating strategies. Changes in the 12 drivers in The Burke-Litwin Model bring a series of change to the overall structure. Various internal and external organizational factors that influence the changes in the organization are:

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.

Change in business is good, but it 's seldom easy and can often be expensive. Managers are often drawn to change by imagining the possibilities and positive impact it can have on their organization. Before launching an idea, however, spend a little time wrestling with the costs and disadvantages also a part of the change.

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 targets of organizational change include vision, strategy, culture, structure, system, production technology, and leadership style’(Yang, Zhuo, & Yu, 2009). Organizations have to consider the points for change, through the external and internal environment’s situation to select which factors should be changed. In the following essay presents an analysis of the following aspect of the question which include organizational change, emergent change and planned change on business environment.

It has been observed that people usually came across different types of changes in their life. These changes may occur in the occupational or personal life. But, almost ninety five percent of people feel resistance to these changes. In addition to this, people always want to follow their daily routine and feel satisfied by practicing their routine habits. Many researchers are still working to find out the actual reason for this resistance and some has find out that there are a number of internal and external factors due to which individuals feel resistance to change (Kotter, 1996). Perceptions, attitude, fear of change in status, behavior, beliefs and misconception about an idea are some of the internal factors. On the other hand, the external factors are absence of role model, environmental resistance, lack of resources etc. The description of these factors is as follows: