Organization Design and Structure

Humans tend to perceive courage as an end result; a title to win, a crown to wear, a pompous stand for justice in the fear of opposition, to be commemorated through history. Legacy, so often overshadowed, is seen as a repercussion; an impossible standard set upon impossible odds, achievable only by those given the chance. Against all likelihood, former Los Angeles City Councilman Tom Bradley became the first African-American mayor to be elected in a major U.S. city "with an overwhelmingly white population" (Hendra 2014). Bradley's tenure as mayor of Los Angeles for twenty years completely modified the seemingly concrete racial standards of contemporary politics, however, it was in his ascent

This involves the application of personal coaching or counselling skills from trained professionals who have experience of helping people to make changes. Here specifically designed techniques may be used to help people to work through difficult transitions in their work lives. If an organisation thinks carefully about changes, large or small, and seeks to offer appropriate support to staff there is an improved chance that minimising the problems that could arise. This also makes people more receptive and less resistant to further changes made in the future.

There are many metaphors for change. I had been challenged one time at my church gathering to view change as a journey, from one place to another. It is easier to focus on where the journey started, and finally where it ended and forget any lessons learned while travelling. I have often heard it said, “When one door closes, another one opens”. What they don’t tell you, is that between the closed door and the open one is a long dark hallway. I think whether in an organization or in my personal life, change can feel like stumbling around in the dark. The familiar is left behind, and we venture into the unfamiliar. I believe the biggest challenge is not getting lost on this

In Lewin’s 1951 change process, the first stage, unfrezzing is where change occurs and for people to let go of the old ways to adapt the new ways. The moving stage involves the change process where “thoughts, feelings, behavior, or all three, that is in some way more liberating or more productive than doing things the old way (Kaminski, 2011).” The last stage is known as the freezing stage because change is incorporated into the new routines making it the new standard operating procedure.

The structure and design of organizations have drastically changed over the last twenty-five years. Organizations develop new goals at the beginning of the year or after the completion of previous goals, and heavily depend on planning to help achieve these goals. Planning is an integral part of organizational success, as upper management receives substantial information on various needs such as risk uncertainty, available resources, employee development, and unforeseen changes in technology (Daft, 2013). Most importantly, successful planning allows management to make effective decisions when unforeseen events arise within the organization. Not participating in planning is equivalent to taking a road trip across the country without a

Change A great philosopher named Heraclitus once said that “The only thing that is constant is change”. Although this is true, we as humans often have a lot difficulty with accepting this fact. Most of us are not accustomed to the thought of change. Therefore when it is forced upon us, our ignorance causes us to be anxious and fearful about the possibilities that change can bring.

You cannot be considered a green bug on the brown field. Changes challenge our paradigms. It tests our flexibility, adaptability and alters the way in which we believe. Changes can make life a hardship on awhile, it might cause stress but it can help us find methods to improve our selves. Change is going to be there forever, we should be vunerable to it.

* In forth step, I communicate change vision and plan of attain it with team members by assistance of guiding association.

Furthermore,change is about trying different things ;moreover,you will be ready to adapt to new circumstances if you are more frequent to change.Whether it is moving to another state or deciding to eat healthier,frequent changes lead to wonderful opportunities and

Change should be seen as a challenge and embraced with enthusiasm (Marquis & Huston, 2012). In my professional and personal life, I view and respond to change as a way to make improvements to existing regulations and circumstances. I embark upon the quest with determination to succeed at whatever task is presented to me. Life without change can become unchallenging and stagnant (Marquis & Huston, 2012). As society and technology advance, you must incorporate the necessary transformations that arise with it.

God fulfilled his promise to Abraham and the son’s of Israel had grown into a nation that was exceedingly numerous. However, pharaoh had forgotten Joseph, and began to impose hard physical labour on the Israelites. A boy named Moses (A Levite) was born during a decree from pharaoh to kill all of the baby Hebrew boys. Moses was delivered from death and was raised in the royal household. Moses fled to Midian after he killed an Egyptian taskmaster. After forty years of living in Midian God appeared to Moses in a burning bush and commanded him to return to Egypt to fulfill his promise to Abraham to deliver his people (The Israelites) to the promised land.

The company is geographically located in most major united states locations. It employs a hierarchal organizational design. One of the contributing factors to its success is the company’s success in providing a dining experience for its customers that excel in choices, price, customer service, and serving size. The company is known world-wide for its delicious cheesecakes with the key factor being the variety.

Change also brings hope and a sense of renewal. It reinvigorates, it inspires and is emotional.

The first lesson is that the change process goes through a series of phases that are long and considerable amount of time. The second lesson is that any mistakes that occur in any phases can have a adverse impact on the momentum of the change process (Mento, Jones & Dirndorfer, 2002).

Kurt Lewin developed a model of the change process that has stood the test of time and continues to influence the way organizations manage planned change. Lewin’s change model is a three-step process. The process begins with unfreezing, which is a critical first obstacle in the change process. Unfreezing involves encouraging individuals to shed old behaviors by changing the status quo. The second step in the change process is moving. In the moving stage, new attitudes, values, and behaviors are substituted for old ones. Organizations accomplish moving by initiating new options and explaining the rationale for the change, as well as by providing training to help employees develop the new skills they need. The last step in the change process is Refreezing. In this step, new attitudes, values, and behaviors are established as the new normal. The new ways of operating are concrete and reinforced. Managers should ensure