Difference Between Rationalization And Organizational Change

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 theory gives answers apropos to change management like where the change needs to happen, how to go about delivering the change, Where to start from , whom to involve and how to see it through to the end.

Organizational change is difficult, although necessary to support growth and excellence in the market place. The concept of change can have negative connotations among employees, especially if change implementations have not been successful in the past. This paper is going to describe the need for change, barriers to change, factors that might influence change, readiness for change, the theoretical change model that relates to the change, and resources that support change implementation.

The factors of organizational change are those who, for various reasons, an organization can identify the need for change, these are: technological, structural, personnel and cultural factor. In today's world of organizations, characterized by globalization, the power of customers and the avalanche of information, these have to be in a permanent process of change for continuous improvement. Are structural, technological and cultural factors staff of those organizations has to act on them and thus achieve adaptation and / or probation they need.

Week 3, the lecture on Managing Change describes organizational changes that occur when a company makes a shift from its current state to some preferred future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to decrease employee resistance and cost to the organization while concurrently expanding the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are to remain competitive. Students of organizational change identify areas of change in order to analyze them. A manager trying to implement a change, no matter how small, should expect to encounter some resistance from within the organization.

Introducing organisational change is often hard, the main reasons for that can be variation in perceptions of the employees, fear of disruption or failure and underlining the right approach to apply change. Then even if the change in a specific organisation is projected successfully there is still lot to be done to manage it in an appropriate way (Oakland, 2007).

Change management is a planned and systematic approach for ensuring that changes are thoroughly and fluently implemented, and change are achieved within the organization. According to the focus enough on change management." And it's often used as a catch process, we should not forget about the change management." The Practices of Tata Motors focuses on the wider impacts of change, particularly on human resource and, as individuals and t situation to the new one. The change varies from a simple process change, to major changes in policy and strategy needed if the organization is to survive and compete in global era.

The proven success of rationalisation in the work place, with outcomes such as increased efficiency cut costs and implemented control within an organisation, provide arguments for why rationalisation should be applied to an organisation looking to cut costs. Rationalisation includes methods for increasing the efficiency of work. Drawing on the techniques of bureaucracy and rational work designs, such as Taylorism and Fordism which are still prominent in contemporary organisations such as McDonalds, this essay will discuss why applying methods of rationalisation to Junction Hotel will be beneficial in terms of cutting costs and increasing the workers efficiency. However, drawing from the writings of sociologist Max Weber, this essay will

From the issues raised in the section above, it can be seen that change is complex and there is not a single solution. However, a number of key areas of focus emerge.

Change management is considered to be a systematic procedure to handling with change, together from the viewpoint of an organization and

In order to have a successful Change Management, here are the guidelines that I would like examine thoroughly to have a winning changes.

EXPLAIN THE TYPES OF ORGANIZATIONAL CHANGE AND THE PROCESS OF ORGANIZATIONAL CHANGE. WHICH ARE THE MOST EFFICIENT METHODS OF MANAGING CHANGES?

It can be described as "a structured approach to the conversion of the individuals, teams and organizations from a current state to a desired future state." The HR magazine suggests that it is the, "Benefits change methods and application of knowledge systems, tools and resources arising from the use of change management is to determine and adopt corporate strategy, structure, processes and technology to respond to internal and external changes conditions to produce. "

Whether you have a large organization or a small one, the only thing that you can count on, the only thing that is constant is change. Change is needed in order to for companies to move forward and keep up with the needs of their customers. If you are the owner or the manager, you know that you need a change, but you are uneasy about the challenges that you may face, or unsure as to how to go about making the change happen. One organization that is constantly changing is

Many theorists have influenced and demonstrated certain ideas and concepts that influence the social and psychological factors in an organisational management. Taylorism theory of scientific management developed techniques for improving the efficiency of the work process. The scientific management approach revolves around the idea of arranging for work to accomplish proficiency, institutionalization, specialization, and improvement. With Taylor’s scientific approach decisions are based on science or exact measurements. Taylor's theory decreased its role dramatically in the event of being questioned whether scientific management was efficient. The human relation school of management thought developed due to the flaws in the assumptions of the Taylorism theory. Taylorism was inclined towards efficiency, process and principle, however critiques felt human behavior was neglected. Organisations should take initiative in helping employees adjust to organisational life by nurturing cooperative systems between labour and management. Finally, this essay will reveal the evolution from Taylor’s scientific principles of management to Elton Mayo’s Human Relation School of Thought as employee well-being and motivation has been given more recognition over the course of time.