Organizational Change Essay

What determines a movement? Malcolm Gladwell defines what pushes a movement to make a difference. He analyzes the concept of “strong ties” and “weak ties” and how these relationships affect an individual’s willpower and determination to help a cause. Gregory Orr puts these ideas into context in his memoir, “Return to Hayneville”, in which he recounts his experience and involvement in the civil rights movement of the 1960s. Malcolm Gladwell’s “Small Change: Why the Revolution Will Not Be Tweeted”, focuses, in particular, on the civil rights movement concentrates to the lunch counter sit-ins in Greensboro, North Carolina. Gladwell’s ideas and opinions of social and political emancipations are given a real world setting, as

To make meaningful and long-term change in an organization, an organization needs to follow the guidelines of a change model, a diagnostic instrument, and change intervention. This paper will discuss two change models, two diagnostic instruments, and two change interventions.

Organized Change Consultancy. (2010). Re-engineering and TQM: Approaches to Organizational Change . Available: http://www.organizedchange.com/village.htm. Last accessed 2nd January 2014.

Leading and managing change require a solid theoretical foundation. This assignment will research the theoretical elements of change and change management. Addressed will be the following: Organic Evolution of Change, Formulating Strategic Development Approaches, Leadership and Management Skills and Gathering and Analyze Data. As societies continue to evolve and changing demand creates the need for new products and services, businesses often are forced to make changes to stay competitive. The businesses that continue to survive and even thrive are usually the ones that most readily adapt to change. A variety of factors can cause a business to reevaluate its methods of operation. According to literature from the past two

In this paper the executive at a high-end retail chain selling luxury watches, jewelry, and hand bags is in charge of the company's first expansion in the international pool, which is about a new store open in Shanghai, China. This is only a short term objective as the company expects to open several stores in the BRIC countries, such as Brazil, Russia, India, and China, which is the long-term plan. The executive explains the chain models used to follow the short-term and long-term goals and the effects these changes would have on executives, managers, and employees from the company.

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.

Implementing Organizational Change: Theory into Practice, Third Edition, by Bert Spector. Published by Prentice Hall. Copyright © 2013 by Pearson Education Inc.

Change in a business is inevitable and typically only the strongest thrive. With a fluctuating economy and constant technological advancements, organizations are expected to adapt in order to survive. When a business is posed with an issue or change, it must develop new business and strategy structures and implements those developments throughout the entire company. Communication, education and participation are all required for a change model to be successful. Though change and adaptation may be needed to better the company, with implementation of change comes resistance. Most companies face resistance on an organizational and individual level during a transition. However, it is how the company is able to overcome

Management and leadership are viewed as two different perspectives in the business environment. As described by Dr. Warren Bennis ‘Managers are people who do things right, while leaders are people who do the right thing’, this means that managers do things by the set rules and follow company policy, while leaders follow their own intuition, which may in turn be of more benefit to the company.

In the review of the book, “Making Change Work: Practical Tools for Overcoming Human Resistance to Change,” I decided to summarize the major steps the book establishes. It discusses how to begin the change process by understanding your need for change, to the final step of the change process where an organization needs to implement changes. After summarizing the steps, I am going to show how the book relates to the textbook, Organizational Change: An Action-Oriented Toolkit, as well as giving a managerial implication.

Change is a necessary way of life. It is all around people: in the seasons, in their social environment, and in their own biological processes .Beginning with the first few moments of life, a person learns to meet change by being adaptive. A person’s very first breath depends on ability to adapt from one environment to another. As indicated by the first quotation introducing this essay, each hour is different, offering people new experiences.

In looking at the numerous experiences that I have encountered where change has been more than needed and wanted, I feel that my experience working in the Salt Lake Valley Detention Center for five years and leaving to pursue change is a great example of the use of a change model. When I began working in detention in 2009, I felt empowered and validated for the work that I was doing. I also felt that the work that I was doing was making a difference in the lives of the youth I worked with. I had amazing rapport with the youth and staff alike and quickly moved up the latter. As I climbed the latter, I worked to ensure that the staff and I maintained the best interests of the youth. In maintaining a high level of integrity and fairness, we saw dramatic decreases in recidivism among the youth we served and noticed that the staff enjoyed coming to work. However, several years later the facility was sub contracted out and many of the administrative and line positions were cleared out and filled with new personnel. As the new agency filled the positions with various new staff, the change had a negative effect on the previous processes. As the changes continued so did the responses/ behavior of the youth. It seemed like the consideration for the youth and concern for their best interest were pushed aside to fulfill quotas. With the high level of stress this brought on staff, I as well as many others attempted to “Walk on” to find new alternative that would allow us to maintain our efforts, but were unsuccessful. With numerous failed attempts and meetings with admin that resulted in nothing more that frustration, I chose to “Walk out.” In walking out, I continued working with youth in an area that allows me to be a bigger part of the process where I can be more effective. Through this experience, I would say that the seven step process would be very close to the ways in which I addressed the concerns within the detention center prior to leaving and then after as I sought to empower the youth in my community. In part of this change process, I have also undertaken higher education to ensure that I can better meet the needs of those within my community and to strengthen myself so that I can work in situation were those I

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

Organization development grew out of the human relations traditions of the 1940s and 1950s, and it has had enormous influence on management practices and thinking about how organizational effectiveness can be achieved. Critical manpower and resource shortages faced by all organizations, public and private, during World War II and in the immediate post-war years stimulated a search by social scientist and managers, separately and in cooperation with one another, for effective means to maximize the utilization of existing individual and organizational resources. (Ritcher, I 2007). Organization Development was by tradition about planned change efforts, instituted to enhance organization effectiveness within the context of the traditional, hierarchical, management-as-experts, top-down era. The legacy of leaders and organizations developed in this context remain. Organizational Development is about how organizations and people function and how to get them to function better. Organization transformation signals the need to transform mindsets, engage people and make the deep shift to the ongoing mutual learning environment needed for the long-lasting change characteristic of our world today.