ANALYZING CHANGE MANAGEMENT IN ORGANIZATION

2021

Business are facing new threats or opportunities due to globalization, changes in costumers demands, new technologies, new expectations from society. Business change to stay competitive and to survive. It is very important to find the proper change and to manage it effectively. Many researchers, (Lewin, 1951; Kotter, 1996; Peddle et al., 1998; Paton and McCalman, 2000), have developed change models which describe important stages involved in effective change management process. Organizational change can be planned or unplanned. Organizations may change their products, structure, strategy or people. Although, what type of change an organization is undertaking, it had been argued that organizational change will fail without effective communication, appropriate leadership, employee commitment and readiness to change. Managers, know that a change to be successful needs to be managed effectively.<br><br>There are many factors that create effective change management. In this p...

University of Bolton, UK, 2021

Society is increasingly characterized by the international exchange of information, technologies as well as the creation of goods and services. All these characteristics arise from the evolution of an organization or a business. Change could be defined as one of the few constants of recorded events over the centuries. Management and change are synonymous. It is about the evaluation, the planning but also the implementation of the strategy and the business projects. Change management, in essence, determines the evolution of the business or a company daily. It concerns the achievement of an optimal route planning from the starting point to the end of the route, ie the fulfillment of the goal. Change includes the creation of new possibilities, such as new attitudes, new policies, new standards, new methodologies. It seeks the best adaptation to the environment. For better control, special management techniques are required. The goal of change management is the internal application. Globalization, technology, and climate change are changes that affect a business. Change Management in the case of an organization, can be caused by both internal and external factors. But for change to take place, it requires the active support of employees, that is, people who have a vision, ideas, personality, feelings, experiences and needs. Human resources, culture and structure are three basic principles for a business to function properly.

Introduction This case study focuses on a fast growing online business services startup platform in Australia. It operates as its own functioning business unit under the umbrella of News Ltd, who own a cluster of individual digital companies also known as Rupert Murdoch’s News Corporation, one of the world’s largest global media companies. This case study examines a change that occurred when almost the entire senior management staff level was replaced including the CEO two years ago. Organisational change is something that occurs throughout an organisation’s life cycle and effects the entire organisation rather than one part of it. Employing a new person is one example. Change is increasing due to a number of forces including globalisation led by rapidly advancing technologies, cultural diversity, environmental resources and the economy; therefore the ability to recognise the need for change as well as implement change strategies effectively, in a proactive response to internal and external pressures is essential to organisational performance. Internal changes can include organisational structure, process and HR requirements and external changes involve government legislation, competitor movements and customer demand (Wood et al, 2010). Change does not need to be a painful process, as it may seem when observing the amount of failed change management initiatives with reports as low as 10% of researched success rates (Oakland & Tanner, 2007), when successful change management strategies are utilised and planned, including effective communication strategies, operational alignment, readiness to change and implementation, which all lower and overcome resistance (Wood et al, 2010). There is a great amount of literature on the negative aspects and difficult management with employees resisting change, however Wood et al (2010) challenge this notion by questioning the change management process as people do not resist change itself but aspects of the change that affects them personally such as fear of the unknown, status, remuneration and comfort. Resistance to these changes is a healthy reaction and can be managed effectively in the beginning by ensuring communication and using one of the change initiatives described here .

International Journal of Innovative Research in Science, Engineering and Technology, 2013

The paper explain some of the issues related to the management of change and issues and factors related to organizational change and the development of the future organizations.

2016

Change has become part of anyone’s lives as well as corporate existence. Most organizations faced with urgency of change in their daily operations however; their views on change differs. The main trust of this study is to critically evaluate the impact of change and change management in achieving corporate goals and objectives in the viewpoint of the organization. Specifically, it tackles on factors that causes the change that can either be internal or external factors; determine the types of change and organizational change; examine the positive and negative consequences of change. Moreover, it will shed light on the concepts and application of change management with the aid of the different change models; discuss in details how to implement an effective change management and the potential benefits that change management can offer to the organization. Any effort to change may face resistance so organizations should mechanize ways to minimize the resistance level, hence promotes a s...

2017

Organizational change is a fact of life; it involves changes of organizations’ mission, vision and/or processes, with impact at both individual and organization level. Some organizations accept changes if they consider them as necessary and quickly adapt their behaviour in a desire new direction but in most cases changes are considered unnecessary or very difficult and organizations do not adapt to the new context defined by the turbulent environment in which they operates. Considering these, the goal of the present research is to provide an overview on organizational change processes by considering the operation level and different approaches described in the literature. In the first part of the article there will be described how organizations operate and are interconnected based on Morgan's organizational metaphors. This will clarify aspects related to organizations’ behaviour and will point out the advantages and limitations of different actions’ options. In the second part ...

An inherent characteristic of any organization is managing change. Whether the organization likes it or not, it must change to stay pertinent in a competitive environment. The art of managing changes can be differed between surviving and thriving in an industrial environment. Change can be an era of stimulating opportunities for some and a time of thrash, distraction or menace for others. The primary determinant of success of change is not only meeting a milestone, but ensuring employees’ skill to settle in and work successfully and competently in the new-fangled atmosphere. Every organization must need to bring into line the performance of their employees in order to execute change copiously in an organization. Aligning personnel and managerial performance administration systems steadily shifts the industrial culture and drives new manners in support of the change vision.

This literature review conveys knowledge and ideas that have been established on numerous topics relating to organizational change and change management. A critical review of their strengths and weaknesses is done and areas of controversy and/or bias are identified in the findings. The topics that the author was able to reveal or identify are of employee participation, the psychological contract, leadership and management, resistance to change, learning, communication and effects of change on people. Out of all the topics, a review of the research on each topic is done, where findings are critically analyzed and evaluated with evidence and knowledge form other published sources. The author found out that on these topics, literatures give little attention to how managers or leaders responsible for change can manage and lead change and tend to be descriptive. On some issues, there appears to contradiction and difference in views. In conclusion, a few questions are formulated, to encourage future researchers to address issues that are unclear and need more attention.

International Journal of Academic Research in Accounting, Finance and Management Sciences

This study was conducted to determine the most studied topics which studied in organizational change management and pave the way the future research in organizational change. For this purpose, first of all, concept of organizational change is explained by theoretical view. Then, the studies which were conducted before 2000 and after 2000 to today were examined in dimension of content, context, process and outcome. As a result, Theories of change, leadership and change, organizational change in multinational company, organizational culture and change, employees' behaviour, information technology and organizational development strategies are the most studied topics of organizational change literature. Also we stressed that leadership and technological change are the most studied topics especially after 2000, and non-linear changing approaches because of the fact that uncertainty and chaos in nowadays.

International Journal of Academic Research in Business and Social Sciences, 2013

The main purpose of this article is to elaborate and bring to light the core concept of change management for organization, how it works, different factors which moves organization to change, steps for change, resistance for change, types of planned change, activities for organization development and last an example of Pakistan Telecommunication has given that how change takes place with in the organization and what should be strategies for change management. Recommendations and conclusion forms the last part of the paper.