Implementing Change Paper
Organizational development (OD) and implementing change in an organization can be a complex and challenging task. It is important to understand what Organizational development (OD) is and the change management approaches will work best with the organization and its people to manage change. In todays, globalize economy organizations experience rapid changes that managers have to be able to manage. I will discuss what organizational development, how to implement changes and different change management approaches. Compare and contrast OD and change management approaches categorizing when each approach is appropriate, advantages and disadvantage each have.
Organizational development (OD) Business dictionary
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Appreciative inquiry embraces the personal in problem solving by including them in planning, constructing and visualizing the forthcoming changes. Advantages to OD are improvement to the effectiveness of the organization and the staff. That will lead to being better functioning, more successful and creating competitiveness within the organizations workforce.
The advantage is seen with the changes in values, beliefs, attitudes, and structures of the organization so they can adapt to new challenges, technologies, and markets. Disadvantages are the, “Lack of theory. There is no comprehensive theory of change to assist researchers in knowing what to look for in what they study.” (Akin, Dunford, & Palmer, 2009 p. 195) The issues with being able to accurately measure attitudinal changes, and the inability to use normal research methods and approaches. The approach is appropriate when there are multiple strategic partners in a large-scale involvement and there is a need to develop a shared vision of
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(Akin, Dunford, & Palmer, 2009 p.137) Manageing change within an oprinastions is complex which needs structor to insure that the change model is implemented successfully. Advantages of the change management approach having a physical plan to follow and map changes. Like Kirkpatrick’s seven “step-by-step” change model which give an organized approach that managers can use.
Another advantage is that with change management there is more control of emerging behaviors and cultural norms development by the changes. The disadvantage is the lack of the human care factor. Most change management approaches are more concerned with what is best for the organization without factoring the personal.
The approach is appropriate when the,” Third, the main focus of contingency approaches is on the specific style of leadership, matched to the scale of required change, rather than on a specific set of change action steps.’ (Akin, Dunford, & Palmer, 2009
A benefit of change in the organisation would be it promotes creative ways of thinking, so that ideas can be developed to keep the organisation fresh and exciting. Change breaks monotony so that people are re-energised and so the interest in the job increases. Change in the workforce brings out the true colours of employees. Those that have a positive attitude and work hard to cope with the differences in their work environment are people that a company wants to keep so that overall
Change Management is a modification in an organizations practice. It is instituted to profit the company and to improve the system. From the mid-2000s, change management has developed enduring landscapes for any organizations as if it’s related to business field or health care industry. In order to be in today’s competitive market; change management is very important part of any company (Aguirre & Alpern 2014). Technology and advancements is rapidly expanding and changing working organizations’ everyday atmosphere. Due to economic changes many businesses are being obliged to merged or downsized with other companies in order to increase their financial stability. Change management stepped in when employers or employees couldn’t keep up with
| This model has steps of how organization’s change. There are three steps 1) exploration, 2) planning, 3) action, and 4) integration. The exploration is how organization verify the need for change and acquire the necessary resources (such as expertise) to make the change. Planning involves the decision makers and technical experts and the plan is signed off by the manager. Action is completed by feedback and the replanning. The integration aligns the change with other areas in
Akin, G., Dunford, R. & Palmer, I., (2006). Managing organizational change: a multiple perspectives approach, 1e. The McGraw-Hill Companies, Inc.
This paper will discuss CrysTel a telecommunication company that has come to the realization that they need to develop a corporate culture that can support constant change. The first topic reviewed will be the Implications of Organizational Change and associated impact on employee behavior. The next topic the paper will discuss is the proposed change model and the potential impact that human variables and resistance to change will have on the process. The paper will review CrysTel will address employee reaction to the change specifically resistance to the change. The third topic, Measures to Monitor Progress will
Positive or negative, change can be challenging to manage because employees need to be on board and be obliged to make necessary changes as well as adjust his or her work habits. When implementing change, a manager may run into numerous obstacles from resistance from the staff to morale issues. This is primarily caused by a lack of understanding by the employees and a fear of how the change will affect him or her directly. Implementing change within an organization can be extremely difficult without a manager who understands d his or her role and responsibilities. This could be the deciding factor of whether or not the
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
The main reasons Organisations change are strategic, operational and transformational; all to meet organisational and business objectives. This may mean companies are rapidly growing or conversely re-structuring and cutting costs and making redundancies. Change management is the process to ensure a smooth transition to implement the necessary changes needed, taking
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.
1.1 Change management is described by Armstrong (1) as “the process of achieving the smooth implementation of change by planning and introducing it systematically taking into account the likelihood of it being resisted”. Change, the fundamental constant in any successful organisation, can be adaptive, reconstructive, revolutionary or evolutionary and can happen for a number of diverse reasons:
It can be described as "a structured approach to the conversion of the individuals, teams and organizations from a current state to a desired future state." The HR magazine suggests that it is the, "Benefits change methods and application of knowledge systems, tools and resources arising from the use of change management is to determine and adopt corporate strategy, structure, processes and technology to respond to internal and external changes conditions to produce. "
The understanding I now have of Organization Development came at a point in which I was personally experiencing it myself. As someone who has undergone a reduction in work force, this course helped me better understand why transitions happen in a company that is going through an economical or global change. As someone who has worked for over 30 years, I experienced this for the first time ever in my life. I did not quite know the gest of what it all meant because I did not have an understanding regarding
Organizational development (OD) is an application or process of building a greater level of efficiency within the organization. OD develops the ongoing effort geared for long-term effects. OD works to help management and employees on a variety of levels. Organizational development is perhaps unequaled in its ability to meet any type of organization needs. However, the solutions developed from the role of OD may not be necessarily interchangeable with different organizations (Grant, 2010).
1.1 The analysis must include consideration of two current schools of thought on change management and how they have contributed to organizational change