Organizational Change

There are many factors at CrysTel that will be affected by changes; one of the basic tenets of physics is that for every action there is an opposite and equal reaction. In this case, changes in one department will ultimately affect the other departments. However, this is also conversely true when one department is doing a sub par job it will affect in a likely manner. Two surveys were commissioned, an employee satisfaction survey and a climate survey from these two surveys we were able to ascertain where some of the problems can occur within the ranks of CrysTel. Using a six-factor parameter, we are able to determine where the strongest and weakest departments lie; the six factors taken into consideration are leading by example, employee in senior communications, empowering teams, risk taking, resolving conflicts, and mentoring sessions. When looking at the results the human

describe at least two of the models the leader of the organization might employ. We

A reliable change management plan is often required to overcome workplace resistance when employees are presented with a new way of doing things. Change management is a strategy designed to transition from the status quo to some new ideal way of doing business. CrysTel, a growing telecommunications company, finds itself in a very dynamic industry that along with frequent advances in technology will dictate that it adapt to rapid and persistent changes. Developing a successful change management plan for CrysTel will have three distinct goals: optimize flexibility, promote innovation, and sustain

Defining and organizing change is not an easy feat. Many things need to be considered before management can move forward with the implementation phase of the change process. Organizational leaders and managers will need to monitor and evaluate employees throughout the change process to ensure successful change implementation. Organizational leaders have access to several programs that allow them to analyze the effectiveness of the implemented change. Collecting comparative data will further demonstrate the effectiveness of the implemented change. Comparing data provided before the implemented change and comparing it with new data will demonstrate the effectiveness of the change.

Many researchers have endeavored to define readiness for organizational change and have resulted in the development of processes aimed at guiding change. Organizational change can range from simple to complex shifts in the way of work. Some changes can be departmental, procedural, or an entire company modification. Change leaders must consider many aspects of the organization before restructuring can take place. It is natural for an organization to experience resistance, eagerness, and frustration during a change initiative and therefore knowing when and how to manage change is

The purpose of this report is to provide the managing director of Park and Pay a well-developed and well-researched overview and summary of the company’s managerial position. The intent of the report is to be formal and educating in how to improve and better manage our business through change management, resource management, motivation, organizational culture and leadership and provide recommendations on how to improve our businesses sustainability and better achieve organizational goals and objectives. These components are covered in the report because they have been identified, as key components to managing a successful business and allow for the continued and coordinated development of it employees. This report

There is a rapid and frequent advance in the telecommunications industry. CrysTel is likely to face technological and administrative changes regularly. This author (LaWanda Thomas) has been assigned the task of providing the information necessary to optimize flexibility, promote innovation, and sustain change. As a Management Consultant, this author will identify strong and weak areas of the organization and apply behavioral change

The work of Bloodgood and Morrow (2003) argues that strategic change is best viewed as a multidimensional phenomenon that consists of various degrees of environmental structure and internal conscious awareness." (Bloodgood and Morrow, 2003) Organizational change does not involve acquisition of new resources only but also involves the reconfiguration of the resources with already existing resources. As well, organizational change is not just business as usual but involves reconfiguration of existing resources. Therefore, it can be understood that there are newly acquired and existing resources that the organization must address in implementation of change. Knowledge can divided into two types, tacit and explicit. It is reported that many organizational activities "involve varying degrees of both tacit and explicit knowledge." (Bloodgood and Morrow, 2003) Tacit knowledge is described as knowledge that "cannot be codified and expressed to others." (Bloodgood and Morrow, 2003) Explicit knowledge is described as knowledge that can be codified and expressed to others. It is reported that the strategy of implementing Total Quality Management across the organization is more dependent on explicit rather than tacit knowledge. (Bloodgood and Morrow, 2003, paraphrased) Prior to organizational change a force-field analysis which is described as an analysis that is "deceptively simple and can be used to help plan and manage organizational change."

The purpose of this research is to summarize several strategies and describe how these strategies can help bring about changes in an organization. The authors show how different strategies can be used for successful implementation of change process. The article compares the four level strategies, namely functional level strategy, business level strategy, corporate level strategy and global strategy.

A need for growth in any organization to stay a viable entity must occur. Organizational change is inevitable. Just like anything in life, markets and cultures change which require constant attention and preparation. In order to be successful in any market, an organization has to be able transform itself to the needs for the market. CrysTel is no stranger to change. CrysTel is a telecommunication company with over 2500 employees and a gross income of approximately $200 million a year. Products included in there list of services include data cables, wireless solutions, and network development. The product profile is data cables, wireless solutions and network development. Because of the nature of

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.

Nowadays, ever-changing unstable business environment begins to question companies’ decision in using organizational development as a response to organizational change. According to Waddell, Cummings, & Worley (2011) Organizational change is an approach to correct the organization’s strategy in order to be fitted with the current business environment. Organizational change is a natural course for nowadays changing business environment, unavoidable, and managers’ need to make sure that the organization is fit to the changing environments. This is because when an organization are unable to be fit with the current business environment, they will be forgotten and competitors will replace their position. Example of business who are unable to

Organizations are always looking for best practices to employ to boost their revenue. Departments may find themselves with the challenge of meeting set goals and objectives. This leaves organizations with the responsibility of filling up the ineffectiveness within departmental disciplines. It is the point whereby an organization, decides to evaluate and realign its activities to incorporate new improved measures, for the achievement of goals and objectives. That is the point when organizational change becomes inevitable, to get

With the rapid development of social, they are many increasing uncertainties in the business environment. Organization change aims to the development and improve of organizations, Although the change is not easy to go through, but you must be able to adopt to the new environment. Because a large business environment, organizations constantly face with structural changes, market challenges, and culture shock. When an organization 's development through different life cycles, just like people have to through the successful development of the life cycle. It is to important factor to including factors that are linked to external environmental changes and will improve the internal environment, managerial effectiveness.‘The most common known targets of organizational change include vision, strategy, culture, structure, system, production technology, and leadership style’(Yang, Zhuo, & Yu, 2009). Organizations have to consider the points for change, through the external and internal environment’s situation to select which factors should be changed. In the following essay presents an analysis of the following aspect of the question which include organizational change, emergent change and planned change on business environment.

“Reflecting on the increasing uncertainty in the business environment, how can organisations plan for change? (Consider emergent and planned change).”