The Impact Of Organizational Change On Change Management

Change is an ongoing and never-ending process of organizational life. The intensity of organizational change can range from the nominal to the radical. As Clark, Gioia, Ketchen, and Thomas (2010) mentioned, three degrees of change intensity are distinguished according to the amount of

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.

INTRODUCTIONOrganizational change is a concept that regularly occurs due to the nature of today's business environment. (McNamara, 2007) It is common in business communications, strategy, management and leadership. (McNamara, 2007) Change occurs when an organization revolutionizes parts or its entire strategy and/or wants to change the way it operates. (McNamara, 2007) Thus, it involves the realigning of organizational processes and operations. In order to remain competitive and successful in today's business environment, organizations must continually undergo changes by being innovative. (McNamara, 2007) Therefore, change plays a major role in the longevity, maturity, and success of any organization.

In order to survive and prosper in a rapid changing environment of business world, organization is often required to generate fast response to changes (French, Bell & Zawacki, 2005). Change management means to plan, initiate, realize, control, and finally stabilize change processes on both, corporate and personal level. Change may cover such diverse problems as for example strategic direction or personal development programs for staffs. In this

Most organisations are in a constant state of change. Over the decades there has been improved technology, globalisation, ecological and social considerations in organisations. Some organisations are seemingly ready to make changes whenever required and generally embrace change. Other organisations avoid, delay or stop change from happening. For organisations change is the way to stay competitive and to develop. The paper seeks to explore the different changes in organisations and how it has made an impact.

In the literature review an existing research on change management in healthcare to support identification prioty for affecting change in Canadian healthcares. The main aim was to support mien son Centre center for Business Research in health care change management for healthcare policy workshop that is being done through funding from Canadian Institute of health Research Planning Grant. The workshop main goal is the interaction between queen Faculty of health sciences and school of policy studies that acquires knowledge all challenges facing health care system. In key sector stakeholders that are meant to develop vision for partner oriented research on health care policy reform. The research consists of review of literature in change management health care and business. The search terms include change management health care, change health and it can be managed and change management health.

Organizational change is an important matter in all organizations. It is in fact it is a process in which an organization can optimize performance as it aims toward its idyllic state. A change in an organizational happens as a response to a dynamic environment, a reaction to an existing predicament, or is instigated by the manager (Yang & Yu, 2009). Moreover, organizational change is particularly evident when an organization has just experienced a transfer of managerial power.

Organizational change is inevitable and it is important for companies to embrace and implement change without suffering severe consequences. Change can occur for several reasons, but first let’s discuss two different categories where change comes from. Change has two drivers: external and internal. Things such as laws, demographics, competition, or the economy drives external change; while internal change is driven by internal factors such as new management systems, increase in morale or the implementation of new technology. People naturally fear change and most will resist it. In order for a company to transition smoothly, it will need to do extensive planning from beginning to end. There are several steps a company can take to make the adjustment easier, starting with managing the change appropriately.

Change Management (CM) refers to any approach to individuals transition, teams and organizations that use methods to redirect the use of resources, business processes, budgetary allocations, or other operating modes that reform significantly one company or organization. Organizational change management considers the entire organization and what needs to change. principles and practices of organizational change management include CM as a tool for change focused exclusively on the individual. CM focuses on how individuals and teams are affected by an organizational transition. It deals with many different disciplines, from the social and behavioral sciences to information technology and business solutions. In a context of project

Change management is an approach ofmodifying people, teams and organizations from the present status to a future preferred status in order toimplement a certain strategy. It is an essential function in any project of an organization because it continuously enables an organization to stay current with other organizations in the marketplace. Change is essential for every organization. In order to achieve desirable utility change must be effective, successfuland most importantly sustainable (Jack Walker et al, 2007). Change management involves detailed planning and effective implantation of the change as well as in depth discussionand inclusion of the people who would be affected by the scheduled change. For change to be effective it should sound realistic, measurable and achievable.For an organization to always adapt to the competitive market environments, change management should be permanent business function that will improve the organization productivity and increase profits.

The making of changes within an organization in a planned, systematic, and managed fashion is referred to as managing change. The main aim of managing change is to effectively implement new systems or methods in the organization. Managing change involves managing the employees and managing the impact of change on employees. To ensure an organization keeps up with changing times, it is important for the organization to change.

Change is hard for every company. In the words of Frederick Douglass, “If there is no struggle, there is no progress”. Success in change management can be very hard to accomplish. To have success means the company has the ability to communicate and work together in an organized fashion, while simultaneously making significant changes in the company. This process proves very difficult in any size company. Larger companies generally have more complicated changes, because for a large company to make these changes it has to be worth using the resources to do so. Smaller companies changes can be hard because many times the employees are set in their ways, and change would just make everything more difficult. When it comes to change management there are six factors that are imperative to have for the process to be a success: leading, communicating, learning, measuring, involving, and sustaining. All six of these factors must be planned and addressed properly for the company to achieve the best results. If a company is lacking in one of these areas it can a negative impact on all of the other areas. Change affects employees on every level of the organization. A CEO or a General Manager will be under a lot of pressure to make the change happen in a specific timeline. When things are not happening on time, the pressure can trickle down to lower management as well as employees. It is very important for

Change Management is a common word in today’s business environment. With continuously evolving business goals and strategies, change is inevitable and managing change is essential. It is important to understand what it is and how to use it to be effective in the discipline. Change management is a structured approach for ensuring that changes are thoroughly and smoothly implemented and for achieving lasting benefits of change. The change management focus is on the wider impacts of change, particularly on people and how they, as individuals and teams, move from the

The study of organizational change is a subject that has attracted diverse academic discourses. Over time and across academia, scholars are concerned with various aspects change. Moreover, in spite of the various perspectives and conclusions on the subject matter, there appears to be consensus that indeed, the way change is introduced in an organization determines the success of the intended projects or strategic goals of the organization (Williams, 2006). Practically, in most of the organizations, change is viewed as a bad thing. In other words, managers may not wish to condone the resistance of their proposed projects since they delay the achievement of the goals. Hence the salient question to ask is whether resistance to change is

In this paper, I am going to critically discuss a few examples of organisational change which I have personally experienced while completing a summer internship in an international logistics and transport company called UAB Transimeksa. The main purpose of this essay is to analyse the experience of organisational change management in relation to applying multiple perspective theories and models which will help critically evaluate and present reasoned arguments of effective change management. In doing so, this paper will be divided into three parts. The first and second part will focus on reviewing my experience of organisational change related to two different themes which are change leadership and organisational culture. The third part of