Organizational Change : An Organization

I have chosen to research the topic of Both Ford and GM experienced serious issues during the pre, during and post TARP period causing them to restructure and change how they do business. Each of them reacted to these pressures differently. My paper will compare and contrast the way both companies reacted to this pressure.

My company needs serious organizational change in two areas. First is improving our vendor payment processes. We have been having problems getting the funds to our vendors on time and sometimes paid them the wrong amounts due to our current process. This problem must be fixed for the future of our relationships with our vendors, suppliers, and contractor agencies. We must establish a change that will help repair and build the relationships and ensure the we also receive our merchandise in a timely fashion. The other area that needs to be improved is our company culture by means of employee evaluation. Currently, our employee evaluations are based on a numerical scale, measuring performance in a 1 to 5 basis. This leaves almost no room for improvement

ACAU organization changes are listed as Table 1. Employees’ department are also updated in HCP, please refer Table 2 for department changing staff.

Reinforcement: Encourage staffs to take initiatives and make the required contributions. Apply inclusive workplace culture to empower staffs to lead and manage decision.

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.

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 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.

In this project the reader will learn what the major effects of change are at and how the employees are responding to the change. It will talk about the various motives of why workers are being resilient to this change and then give choices to move them from being resilient to being dedicated to the change.

whether one is for, against or indifferent to the status quo. Yet despite all this effort,

Organizational change is the term used to describe the transformation process that a company goes through in response to a strategic reorientation, restructure, change in management, merger or acquisition or the development of new goals and objectives for the company. The realignment of resources and the redeployment of capital can bring many challenges during the transformation process and organizational change management seeks to address this by adopting best practice standards to assist with the integration of new company vision.

Many companies emphasize a culture of continuous improvement. While never being satisfied with the status quo can drive

Collection of information for this project included books, journals, videos, interviews and performance observation with organization administrators and employees.

Change is inevitable, especially in the world where technology is developing continuously and economy is altering rapidly. Change has been defined as the omnipresence and permeation of all aspect of our lives through involvement in the workplace, in home, in how we conducting the community connections and engaging with others in society (Dawson and Andriopoulos, 2014). Organizations are tested to push into new projects and advance their performances. These days, maintainable success relies on upon managing change. As organisations, it is the basic culture - the construction itself, which means organisational arrangement for decision making, responsibility, management and distribution of power, and how the organisation administrates, reacts to and related to its external environment (Tushman & Romanelli, 1985). However, change is not commonly an issue of reacting to triggers; organisations could figure tendencies and chances, and be proactive through managing change (Huczynski & Buchanan, 2013). To make this phenomenon clear, first, the purpose of this paper provides the analysis about the organisational change using theories of organisational change. Another part aims to evaluate and discuss the principles of effective change management in organisations.

We live in a dynamic world with constantly varying conditions and aspects that influence how we make business operations and manage resources. The varying conditions in different circumstances require a level of understanding that is made possible through learning. This essentially means that learning consistent with the varying condition is in order to stay in touch and articulate matters appropriately. Business operations cannot be expected to carry on in the similar ways as in the past with no considerations of what is happening in the modern world (Pless, 2007).

“Change is an evitable and constant feature. It is an incapable part of both social and organisation life and we are all subject to continual change of one form or another. Even like it or not, change always happened” (Mullin 2010, pg. 751-752). Therefore, organisation could not avoid changing. As a manager, it is necessary to take the right action in this changing process. Glassman and Cummings, (1991) believe OD has progressed from limited conceptual and practice base into a broad, global approach to organisational improvement. Even today, OD is still being useful for solving some problems in the organisation by hiring consultant.