Different Definitions For Organisational Change Management

4930 Words Aug 13th, 2015 20 Pages
CHAPTER 2 LITERATURE REVIEW

INTRODUCTION

Due to the existing environment of economic pressure and constantly evolving political priorities, organizational change within private as well as public bodies is becoming an increasing priority. Nevertheless, it must be noted that change is a complex process which may have a positive as well as negative outcome. This literature review helps in understanding these complexities of change by focusing more on the core topic which is resistance to change. It is divided into three parts: Organizational Change, Resistance to change and Leadership approaches to resist change.

2.1 ORGANISATIONAL CHANGE MANAGEMENT:

Various researchers have coined different definitions for organisational change
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2.1.1 Agents of change
Wille and Hodgson did a survey in 1991 to identify the most common factors triggering change in organizations. The following variables were the most prevalent:
- Financial and profit reductions
- Increased competition (accounting almost 50% of the change initiatives)
- Technological development
- New chief executive
- Industry recession

Inorder to better understand change, we must understand how change is promoted by various external and internal factors

2.1.1.1 External Factors

External forces are generated or sourced from the surrounding in which the organizations develop their activities. Organizations have limited or negligible amount of control over these forces. However, these forces have the ability to affect the firm’s survival and competitive position. Identifying these sources for change is very crucial especially when a company is facing tremendous pressures. Incorrect diagnosis of factors influencing change can be fatal for organizations. Armenakis and Harris (2011) point that “just as it is unlikely that a disease can be cured if diagnosed incorrectly, change efforts designed based on faulty diagnoses are unlikely to be successful”. Accurate recognition of the source of change provides some benefits as noted by Matejka & Murphy (2005).
Below listed are some of the common triggers for organizational change stated in various literatures.

A) Economics:

Economic variables play
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