What Is Organizational Change?

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

Organizational change is often used to improve all or part of an organization, such as a process. Organizational change may occur as the organization changes its strategy for success or when there were decisions made to change the entire environment that the organization is currently functioning under (Cawsey, Deszca, & Ingols, 2011). Change can also occur as the organization evolves while moving through life cycles. In order for organizations to grow and develop, there must be change at various stages of this process.

Hospital technology decision makers now confront a growing pipeline of information technology (IT) and major medical equipment that challenges traditional capital allocation processes. In a highly fragmented industry that is driven by coverage and reimbursement policies set by the Centers for Medicare and Medicaid Services (CMS) and private insurers, the cumulative impact of hospitals’ technology investment decisions shapes health care for decades. Hospitals are medical institutions with the goal of diagnosing, treating, and caring for patients with a wide variety of ailments and injuries. Because of this, it is necessary to have a broad range of equipment to be able to help more patients with greater

Typically, the concept of organizational change is in regard to organization change, as opposed to smaller changes such as adding a new person, modifying a program, etc. Examples of organization-wide change might include a change in

Organizational change is a very critical and yet very inevitable process ofan organization’s structure. It can create a lot of pressure from the workers as well as management as a result of fear of the unknown.

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

The increased pace of modify over the past ten years has been dramatic. Opponents has heated up across the board. To succeed, the company of the future must provide clients better, create new benefits and endure in bitterly contested marketplaces. To stay aggressive, companies must do away with execute and procedures that don’t add value. This hyper competition has invalidated the primary assumptions of maintainable marketplaces. There are few companies that have escaped this shift in competitiveness. Entry barriers, which once exerted a stabilizing force on competition, have dropped in the experience of the fast changes of the details age. These causes have pushed our potential to deal with company lifestyle needed.

Managing organizational change is an essential part of organizational success and an inevitable part of any business. Change in an organization is caused by changes in technology, changes in regulatory requirements, changes in processes, and changes in growth (Schoology, 2017). In order for change to be successful, managers must understand the intricacy of how change is managed and implemented. Change is said to be evolutionary when it is related to environmental changes that are small or incremental or related to improvements such as the development of new technology (Schoology, 2017). Change is revolutionary when the change affects the organization as a whole, such as restructuring, or changes

After reviewing and researching the literature with respect to organizational changes, I have come to the conclusion that organizations have always changed. When everything in the world is changing, organization cannot remain islands. They must change to face new challenges. Bolman and Deal (2008) claim organizations have changed about as much as in past few decades as in the preceding century. Bolman and Deal (2008) claim means that the change organizations have experienced in the last decade are almost similar to those they experience in at the end of the twentieth century.

Burke (2014) stated that organizations change from day to day. The changes that take place in organizations can be intentional or unintentional. Generally, the changes that occur is accidental. It is important to have a broader and deeper knowledge of understanding organization change. Understanding what is currently happening as well as trends in which the organization is functioning can provide such awareness.

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.

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).

Organization change can defined as company or organization going through a transformation. It is also can defined as the act of transforming, reorganization and restructuring.

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.

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