Edexcel Level 7
ASSESSMENT ACTIVITY : UNIT No: 2 UNIT NAME: Managing Change in Organisations
ASSESSMENT NO: 1 OF 1 FOR THIS UNIT
Full Name: RAHUL DESHMUKH 4 Intake: October’ 2008
Date issued: ____________ Date due: February 13, 2009 Date submitted: June 01, 2009
Assessor(s):_______________________________________ Learning Outcomes: 1, 2, 3
Unit outcomes
Outcome Evidence for the criteria Feedback Assessor’s decision Internal Verification 1
Explore the background to change affecting the current organisation (2.1) • discuss the background to change that exists intoday’s economy a • evaluate the strengths and weaknesses of bureaucratic organisations b • compare alternative forms of
…show more content…
Some of these factors are macro and micro economics policies, global climatic conditions, unemployment poverty, inflation, politics and difference in political ideologies, technological advancement. According to PEST model, the background to change that exists in today’s economy can be categorised as political influence, economic circumstances, social factors and technological component.
The beginning of administrative Wisdom is the awareness that there is no optimum type of management system. The different schools of organization theory provide a number of ways of analysing organizations from the point of view of the formal structure, individual behaviour, and the organization as a system and the environmental influences which affect the shape and climate of an organization.
In early decade’s organization used to follow the scientific management or classical school of thoughts represented by Fayol, Taylor, and Urwick belived in control, order and formality. The scientific management model has been attacked vigorously because it is too rigid and because it makes no allowance for situational factors such as the environment or technology. Neither does it take account of change or human factors, including the informal organization. But this approach, with its emphasis on organization charts and manuals, job descriptions clear definitions of responsibility and authority and limited spans of control, still thrives.
In 1920s and 1930s
Classical organizational theory supports two views. Scientific management which focuses on managing work and employees and administrative management which addresses issues which
A number of approaches are offered for organizational science to solve the problem regarding organizational gap between theory and practice. The rational model can be considered as a dominant model on organizational science among the others with the purpose of defining organization as instruments for attaining goals instead of dealing with problems .Furthermore, objectives are defined in favour of organization progress regardless of employees’ ideas in such a model. It is mainly assumed that involved individuals in the organisation’s activities agree reasonably with its major purposes. The main task of managers are
The candidate will demonstrate the skills and knowledge required to develop a change management strategy.
It was once said that the only constant is change which is true. This change can be a major change or a subtle one, either way change is still constant.
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.
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.
it is supported by case studies that the linkage between inability of identifying of retail environmental changes and Zahra’s new rescue plan for David Jones failed because after the new rescue plan of Zahra, net profit and share price continued to decrease. Moreover, the case study said that ‘it may be a good five years before strategy can be assessed properly’ (Waddell Waddell, Cummings & Worley 2014).
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.
Change management is relevant as though the research finds that change is taking place at an ever-increasing pace, the evidence suggests that most change initiatives fail. For example, recent CIPD research suggested that less than 60% of re-organisations met their stated objectives which are usually bottom line improvement. This is consistent with other published research.
The Burke-Litwin Model highlights the main elements or source of major transformational change and also the changes that are incremental in nature. The four transformational factors are external environment, mission and strategy, leadership, and organizational culture. The main cause that makes a company to make changes is the external environment. It can force any organization to make changes to its mission, culture, leadership, and operating strategies. Changes in the 12 drivers in The Burke-Litwin Model bring a series of change to the overall structure. Various internal and external organizational factors that influence the changes in the organization are:
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.
Many companies emphasize a culture of continuous improvement. While never being satisfied with the status quo can drive
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
An environment in which change may be the only constant is a challenge to every organisation and manager alike (Hayes, 2007). The need and pressure for change being consistent, it is crucial
Change is an integral part of any organization that needs to keep abreast of its competitors in the business. It is important since it is the process through which an organization embraces new ideas or technology for running a business and quits using old-fashioned ways that have proved not to be working. The process of change management is a very crucial one since it determines the success or failure of the change. People fear change, and it is very important that steps are taken towards making them embrace this change and be part and parcel of the change process. This essay delves into the recent structural change that General Electric Company had in its subsidiary, in India.