Organization Change Management : Organization

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.

Change in management is sometimes necessary in some organizations. It could be based on an organization not performing up to standards or moving mangers around to provide a fresh look on a company and come up with different ideas that can benefit that particular location. When changing over, a bad plan of action can negatively affect an organization.

Change management is designed to ensure the effective transition of an organization and its people from the current to future states, and is about effectively leading and managing individuals, teams and organization to successfully adopt the changes needed to achieve required or desired business results.

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.

Introducing organisational change is often hard, the main reasons for that can be variation in perceptions of the employees, fear of disruption or failure and underlining the right approach to apply change. Then even if the change in a specific organisation is projected successfully there is still lot to be done to manage it in an appropriate way (Oakland, 2007).

Change management is a planned and systematic approach for ensuring that changes are thoroughly and fluently implemented, and change are achieved within the organization. According to the focus enough on change management." And it's often used as a catch process, we should not forget about the change management." The Practices of Tata Motors focuses on the wider impacts of change, particularly on human resource and, as individuals and t situation to the new one. The change varies from a simple process change, to major changes in policy and strategy needed if the organization is to survive and compete in global era.

Change management is tedious and excruciating task, essentially affecting an association 's drive towards their goal achievement. What 's more shaking is that majority of the change management initiatives drastically fail. We all know that nothing is constant but change and change is inevitable, so in light of this associations need to determine how to effectively adjust and manage change. Change administration is vital ability that every organization should possess and that is in alignment with the services being provided by the organization (Doyle, M 2000). Communication has to be proper for disseminating the information regarding the change process and it is the quality of efficient organizations that they implement change effectively. It is clear that every project is different and by this dynamic nature they call for change.

In this rapidly developing world, change is inevitable and therefore organizations are subject to implementing change to keep up with its competitors. It is a matter of time and be it person or business, at some point in time you might have been disappointed with the way things are done or other external factors, which requires you to take radical decision. It is the time when you need to reflect back and analyze where you need to do to achieve the desired outcome. The same applies to organizations and it entails reforms or strategy to achieve the visions of the organization.

Change management is the process and techniques to handle the people-side of a change in order to achieve the possible business outcome.

As is often said, change is the only constant. The proverb seems befitting in the backdrop of an moreover, Ever changing business dynamics warrant rapid responses from company managements in the form of gradual or drastic overhauls / changes. No organisational change can

Change is hard for every company. In the words of Frederick Douglass, “If there is no struggle, there is no progress”. Success in change management can be very hard to accomplish. To have success means the company has the ability to communicate and work together in an organized fashion, while simultaneously making significant changes in the company. This process proves very difficult in any size company. Larger companies generally have more complicated changes, because for a large company to make these changes it has to be worth using the resources to do so. Smaller companies changes can be hard because many times the employees are set in their ways, and change would just make everything more difficult. When it comes to change management there are six factors that are imperative to have for the process to be a success: leading, communicating, learning, measuring, involving, and sustaining. All six of these factors must be planned and addressed properly for the company to achieve the best results. If a company is lacking in one of these areas it can a negative impact on all of the other areas. Change affects employees on every level of the organization. A CEO or a General Manager will be under a lot of pressure to make the change happen in a specific timeline. When things are not happening on time, the pressure can trickle down to lower management as well as employees. It is very important for

Change management is a procedure to bring change in both the organization and at individual level.

The structure of an organization is so visible and can be so powerful. It influences how well the organisation is able to meet its strategic goals; it can also influence how quickly an organisation can respond to changes. Usually, structure is the product of decision-makers, management decision-makers determine the level of the workforce, deciding what process they need to adopt and changes they need to make within the organisation. (Unit Guide, Organisational Behaviour and Theory, page 28 – 29)

Over the past decades, organizational changes have become recurrent. It then became decisive for managers to perfectly understand this phenomenon in order to lead organizations to efficiency.

Change management is characterized as planned approach towards switching individuals, teams and organizations from an existing position to a future position to get the most out of the collective benefits for all people involved and reduce the threat of failure upon executing the change.