The Importance Of How Organizational Changes Used Through An Organization

At the beginning, I want to let them be aware of this initiative as soon as possible, so my first 3 choices are to issue e-mail notice, walk the talk and hold town hall meetings，and I thought that would be a good way to start. But result is not good at all, no one seems to be affected, at that moment I noticed how difficult it is to bring a change into the company, no one wants to move from

In this dynamic business environment, change is inevitable. Changes can be planned, or unintentional: depending on the driving forces behind. The major forces for change can be derived from the nature of the workforce, technology, economic shocks, competition, social trends, and world politics (Robbins & Judge, 2011). In this post the author will explain the Kotter’s eight –step approaches to managing organizational change and discuss how his company handles the planned changes in term of organization reconstruction.

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.

Implementing Change Jamie Asher HCS 475 May 30, 2011 Pamela Bonner, M.P.A Implementing Change In order to successfully and effectively implement change all of the employees should have a good understanding of how the changes will benefit the organization, their positions, and how it might impact their routines. To many employees the implementation of change is not always properly communicated, and the process of change on paper as it is being implemented can be threatening as well as confusing. Also, the people behind the scenes making the changes may not have taken specific details into consideration regarding effective changes that perhaps the employees

Q3. What are the likely keys to success in motivating these individuals to cooperate and communicate as a team?

Addressing Challenges of Groups and Teams December 10, 2012 LDR 531 Leo Maganares Which methods will be used to present the operational change? According to Cummings and Worley (1997) there is a five-phase process for managing change, including: motivating change, creating vision, developing political support, managing the transition, and sustaining momentum. Motivating change involves creating a work environment that embraces change and developing approaches to overcome any resistance to change. The general guidelines include: enlightening members of the organization about the need for change, expressing the current status of the organization and where it should be in the future, and developing realistic approaches to change.

One of the study's findings that were found interesting is the role of people and web analytics technology. As companies re-evaluate their investments in web analytics, the study explains that:

Companies recognize that acquiring a new customer can cost thousands of dollars. Therefore, to optimize their marketing spend, businesses are searching for answers within analytics to drive their customer acquisition strategies.

Once a comprehensive understanding is established phase two, development, begins. Using a combination of behavioral methods taken from the field’s psychology and sociology, a change strategy is created. Using data acquired during assessment, changes can be presented as being compatible and beneficial to the organization’s values, norms and current practices. Phase three, implementation, is the process of executing change strategies within the organization. Unknown to organizational members, implementation occurs prior to an HIS installation. During implementation a step by step procedure is established, creating a framework of standards, work processes, and resources that ensure the majority of an organization’s functions are included. Phase four, reassessment, typically occurs six months following HIS installation. Reassessment requires the same data, collection methods, and measuring standards are used. Reassessment helps determine HIS individual ease of use and overall system

Introducing organisational change is often hard, the main reasons for that can be variation in perceptions of the employees, fear of disruption or failure and underlining the right approach to apply change. Then even if the change in a specific organisation is projected successfully there is still lot to be done to manage it in an appropriate way (Oakland, 2007).

“Because of Collecting and analyzing data after the change has been implemented and comparing to previous data will determine whether the change has had a positive or negative impact on the organization. “Questionnaires are often the first method used for collecting information from an organization” (Borkowski, 2005, p. 371). Questionnaires are easy to use and can be administered to large groups and are anonymous. Borkowski (2005) states, “The construction of a questionnaire with an appropriate scoring scale is critical to the ability to effectively analyze the data” p. 371. Creating open-ended questionnaires would result in a variety of responses making it almost impossible to analyze. The questionnaires have to be accurately crafted to produce the correct responses needed for accurate and useful information. “Such expertise is needed because it is important to understand the statistical properties of sample size, power of results, and scale construction, as well as creating a nonbiased instrument” (Borkowski, 2005, p. 371). The downside to using questionnaires is that not every one fills them out, leading to poor results, and not enough data to effectively analyze the results.

3. Step back and take a big-picture view of the sort of "change process" that would accompany your

Ads by Google Bible School For Free 100% Free. World Class. Online. Be Enrolled in Just 15 Minutes. Free.ChristianLeadersInstitute.org Change Might Not Equal Progress Many companies emphasize a culture of continuous improvement. While never being satisfied with the status quo can drive

The merging of public expectations into a business model is not just about implementing change in an organization. It's about recognizing that change is for a reason of improving the wider social or community benefits and integrating bottom line profitability potentials. To make this happen, there has to be a

Most of the times change is interpreted as an action that makes improvement. Everyone needs change to overcome problems in their environment. Direct implication of change can be applied in organisation as well. Organisation change is one of the keys of a successful growth in organisation. By the definition organisational change is shift from a current state to a new different state with continuous process (Smith, 2005). The purpose of organisational change practice is to improve and develop the organisation’s effectiveness and efficiency through better management, competence, commnications, systems, and structures. Elias (2009) explains that due to the modern world influence that change in a rapid speed, organisation need to adapt in order to prevent organisation’s failure and to survive in the competitive market. There are some major environmental reasons that change organisation such as, technology innovation, and globalisation (Brodbeck, 2002). However, recently organisational change only happened in a low success rate. Low success rate of change means it is going to be hard for organisation to reach success. If company can adapt with change, it can shape the company’s objective and goals in a better way. This essay will explain the factors why the success rate of organisation is low, and discuss how organisational consultant can solve the problem and bring organisation to success.