What Does Organizational Change Mean?

I have chosen to research the topic of Both Ford and GM experienced serious issues during the pre, during and post TARP period causing them to restructure and change how they do business. Each of them reacted to these pressures differently. My paper will compare and contrast the way both companies reacted to this pressure.

My company needs serious organizational change in two areas. First is improving our vendor payment processes. We have been having problems getting the funds to our vendors on time and sometimes paid them the wrong amounts due to our current process. This problem must be fixed for the future of our relationships with our vendors, suppliers, and contractor agencies. We must establish a change that will help repair and build the relationships and ensure the we also receive our merchandise in a timely fashion. The other area that needs to be improved is our company culture by means of employee evaluation. Currently, our employee evaluations are based on a numerical scale, measuring performance in a 1 to 5 basis. This leaves almost no room for improvement

ACAU organization changes are listed as Table 1. Employees’ department are also updated in HCP, please refer Table 2 for department changing staff.

Burnes, B. (2004). Kurt Lewin and the planned approach to change: A re-appraisal. Journal of

ABSTRACT The theorising in accounting prior to 1970 was rejected as not providing sufficiently general theories. Informed by theories in economics and finance (and other disciplines such as psychology) and with the aid of computers, attempts to theorise accounting took a new direction. Large data collection and analysis emphasized a purportedly more systematic empirical approach to developing theory. Key words: accounting; neo-empiricism;

Self-reflection sometimes is the best feedback that an individual can receive, and the same is true for an organization. Understanding where an organization sits emerged in an industry often calls for a shake up or changes in methods, practices or even product. The focus is not necessarily what the changes are or is but rather how they are executed, who is affected, proactively foreseeing rejection, and how the change is adopted by the company’s employees. The changes within my own company have been ongoing for almost an entire year now, and I have been on the front line of the shift.

Organizational change is significant to an organization as it can change the success of an organization, remove specific job practices or functions, alter policies and procedures, and change the way an organization operates (managementhelp.org). Organizational change efforts should improve the performance of an organization as well as the people in the organization (Campbell, 2014).

It is essencial for an organization to modernize and change in to the way it does business when business needs change and when the political and social aspects change. Transformation in an organization covers a vast variety of needs and activity, this is generally aimed at improving performana ce and productivity for an organization to survie. This can be achieved in many ways, from growth , innovation, skills development, as well as through downsizing, layoffs and replacement as well as shift in asssets resources or market shares.

Five successful examples of a learning-based approach to organizational change were studied in order to identify some key success factors. All five change initiatives, in major manufacturing corporations, were guided and supported through the MIT Center for Organizational Learning . Following the change there were dramatic improvements in business results . This article examines several factors that made these change initiatives successful.

Change is inevitable for any organization that desires to remain competitive and socially relevant in our ever-evolving market. However, the change process is complex and almost always challenged by resistance. Therefore, the methods utilized and the actual implementation of change must be selected to appropriately fit the type of change being executed. This procedural document describes a few of the types of changes an organization could experience and procedures for dealing with each. And, it also covers how to deal with possible resistance to change which plaques and could ultimately halt a change initiative. Usage of this document as a guide or for advice before, during, and after a change initiative can drastically increase the effectiveness and success of that change.

In life, we have heard that things never stay the same. This is true both in our personal lives and in our careers. Change will happen overtime, especially in an organization. An organization needs to make changes in order to keep up with their market’s current and future trends and needs that have to be fulfilled in order to stay successful. Change is necessary in order to be successful. There could be a dozen reasons behind the source and rationale for those changes (CSU – Global, n.d.). It could be because an organization needs to improve or implement a new procedure or because the organization desires for growth and needs restructure in order to do so (CSU – Global, n.d.). But even though the reason behind the change is with good

The issue of managing organizational change is important within management theory and practice. A number of cases have shown that attempts to 'manage ' organizational change had frequently failed. Therefore the objective of this paper is to find why does the failure almost occur in an organisation? Additionally, this papers objective is to provide discussion and find reply on the following questions:

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

McDonald’s Corporation has been going through a series of underperformances over the past three years, mostly marred by unwarranted restaurant outlays and menu changes. This has resulted in a slump in its market share as customers walk away from the fast food giant, often mentioning dissatisfaction in their experiences at their outlets. The company’s management credits this to poor service delivery and the institution of menus that are irrelevant to their target market’s needs. With this observation, the company has taken it upon itself to institute a number of changes to the organization structure it has in the US. This will be done by altering its

Culture is an important part of an organization. In todays world many companies are expanding their business by opening new plants and franchises in different countries in order to maximize their profit margins and reduce their labor costs. As mentioned by (Lee & Lin, 2014) that operating in different locations help companies to gain technological and market information and they can respond to their customers quickly.