Organizational Change And Development Has A Large Impact On The Success Of An Organization

Change involves a movement from one stage to another; communication is a primary and most important tool for change. Organisational change may occur due to organisational culture, values, people and behaviours. Therefore, human leadership plays main role in making change a success one. When there is a change leader needs to make decision about who you must communicate, when you will communicate, what need to be communicate, when you will communicate and how you will communicate.

Communication breakdowns within an organization may contribute to resistance in changing organizations. Managers must be prepared to talk candidly about the needs for change, otherwise fear and uncertainty will remain a prevailing element that can damage morale and prevent successful implementation of the desired changes at all levels of the organization. Employees need comprehensive information about the nature, processes, and consequences of organizational change.

“If we understand change better, we will be able to influence (but not control) it for the better” (Fullan, 2014). When change in a culture is in effect, the organizational culture tends to be unsettled. This may seem like an inopportune time for our staff to be unsettled, but this is the best opportunity to identify and create breakthroughs (Fullan, 2014). When analyzing the structure for a change initiative, strategic planning must first take place. What problems are foreseen or obvious? Are there

Organizations must respond to their internal and external environment. Therefore, organizational success heavily relies on leaderships ability to manage change. Unfortunately, many leaders struggle to effectively lead change initiatives. In fact, Ashkenas (2013, para. 1) reported 60 – 70% of organizational change initiatives fail to meet their objectives.

Scholars have not agreed on which change model is best to implement within an organization. All change theories must consider the diverse population and the type of leadership style of the leader who will lead the change. This paper discusses several foundational theories of change. Next, the essay discusses how effective the change models would be working with a diverse population. Last, the paper explores different leadership styles along with the authors leadership style and how those styles work with the different change theories.

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.

Change management is an important and critical part of leadership and has tremendous business value; with change, it’s important to consider the organization’s mission statement as well as how the change impacts goals and objectives. It is important to know what is driving the change as this is key to all those that are impacted by any change. With change, there is many elements needed and this starts with a change management model which includes planning, communication, and sustainability of the change. All of which, I have facilitated over the years in my role as a

The method used in articulating change management depends on the type of organization and leadership style of the leader. In an organization that has a transactional leader the tools of reward and punishment are utilized in the change management process (Bass, 2008). Miscommunication has a high impact on change within a low skilled, highly directive work environment. A study by Boardman (2006) noted organizations that are led by transformational leaders are staffed with educated, high skilled, professional workers. Communicating change in a transformative environment is less ambiguous

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.

The purpose of this paper is to discuss organizational change and the management of that change. I will talk about the different drivers of change, the factors a leader needs to weigh to implement change effectively, the various resistances a leader may encounter while trying to implement change, and how various leadership styles will effect the realization of change. I will also discuss the knowledge I have gained through the completion of this assignment and how I think it might affect the way I manage change in my workplace.

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 a double-edged sword (Fullan, 2001). Change is a word that might inspire or put fear into people. Leadership is challenging when it comes to dealing with change and how individuals react within the organization to the change. Marzano, McNulty, and Waters (2005) discuss two orders of change in their book School Leadership that Works; first and second. Fullan (2001) also adds to the discussion in his book Leading in a Culture of Change, with regard to understanding change. In Change Leadership, Keagan and Wagner (2006) discuss many factors of change and the systematic approach to change. Change affects people in different ways. Leaders need to be able to respond to the individuals throughout the change process.

12)”. Communication is the key strength of a high performing organizational leader. They manage change by designing a plan and then communicating it to all concerned before putting the plan into action. This is done with the same strategic focus and planning that was used to develop the plan. This is an effort that is carefully coordinated and implemented change in order to not run the risk of the planned change failing. Transformational Leaders develop clear and effective strategy along with a communication plan in order to effectively manage the intended changes. (Wilson, 2014, pg. 39, 40) states that the most effective and successful leaders will meet to discuss and document their answers to the, what why, who, when, and how of change.

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

For any business in the rapidly evolving world of business, planning and implementing successful organizational change is indispensable. Essentially, organizational change refers to a process whereby an organization strives to optimize performance in order to achieve its ideal state characterized by high performance and profitability (Côté & Mayhew, 2014). Any business would be more likely to lose its competitive edge, as well as fail to meet the demands of its loyal consumers if it doesn’t plan and implement change. Weiss (2012) emphasizes that all organizations ought to embrace change, and it’s imperative to note that successful organizational change doesn’t involve simple process of adjustments; instead it requires appropriate change management capabilities.