Taking a Look at Organizational Change

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

Organizational change encompasses many challenges to both the individual, and the organization. An organization is a living system, as Flower (2002) states “living systems cannot survive without change, challenge, variety, and surprise” (Flower, 2002, p. 16). An organization requires the ability to adapt in to survive as Darwin states in The Origin of Man, “It is not the strongest of the species that survives, nor the most intelligent, but the one most responsive to change” (Read Me First, 2013, p. 1). It must adapt to the changing market, global economic pressures, stakeholder demands, and the diverse needs

John Everet will act as the playboy by displaying a lack of involvement through his

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).

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.

Organizational Change Management is “all of the actions required for an organization to understand, prepare for, implement and take full advantage of significant change”.

The Burke-Litwin Model highlights the main elements or source of major transformational change and also the changes that are incremental in nature. The four transformational factors are external environment, mission and strategy, leadership, and organizational culture. The main cause that makes a company to make changes is the external environment. It can force any organization to make changes to its mission, culture, leadership, and operating strategies. Changes in the 12 drivers in The Burke-Litwin Model bring a series of change to the overall structure. Various internal and external organizational factors that influence the changes in the organization are:

Understanding human behavior is vital in the organization in which I work. I work as a supply sergeant for a military police unit, the 233D Military Police Company. The managers and leaders in this organization face many challenges. Throughout the last ten weeks we have gained a plethora of knowledge from the text book, ORGB, by Debra Nelson and James Quick in regards to human behavior in organizations, formal and informal organizations, organizational commitment, influential tactic, goal setting, leadership style, conflict management style, empowerment, performance appraisal, and change management, and several other subjects regarding organizations, management, and anything or one that may affect it.

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

Organizations are constantly changing; be it through new members, new rules, or new leaders. It is an inevitable part of organizational life. The book defines the change of organizations through organizational life cycles. Simply put, organization life cycles look at how organizations change through time due to the internal and external situations that influence the change. When a change occurs within an organization, new rules, leadership styles, and communication needs to be adopted in order to cope with the change. This paper will explain the concepts of organizational change and leadership processes by applying it to my own personal experience of being a member and president of UC Santa Barbara’s Khmer Student Association, a student-run cultural club.

Change is the only thing constant on Earth, and although organizational change is easy to talk about, it is also hard to acknowledge and accept the value that it could potentially bring. In today’s businesses, it is evident that there is a need to adapt to changing environments as companies expand globally (Demers, 2007). Some external factors that prompt change are technological, economic, social, and political; internal factors include size, age, financial losses, and need to grow (Kushalappas & Pakkeerappa, 2014). Managing change is probably one of the most important, yet difficult issues in managing an organization. Thus, being able to keep up with change is not only important for sustainability, but also for success.

Managing organizational change has been an essential topic for years and it is still widely discussed at present. Change has many definitions, and change is evitable

A clinic is introducing a new electronic medical record system in the office. Employees have been introduced to the new system but they are having problems in fully understanding the new operational aspect of the system. I have been consulted to resolve and train the employees in order to bring about the change in an organized and systematic manner.

Change within organizations is a necessary process for its growth. According to Van de Ven & Sun (2011), it is very important for any change being made to be consistent with the organization’s long-term goals. Misalignment of the firm’s goals with the proposed change will cause breakdowns and gaps in the process. ABS Corporation is currently undergoing an organizational change, on how services are being offered and delivered to the client. The firm is moving from a holistic model, to a variable model, allowing the implementation team to customize each service to the needs of the client. This model will also allow the implementation team to design services according to the client’s price. The model is designed to increase