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Organizational Change
Change is a phenomenon that is part and parcel of life. In the business world, change is often challenging on multiple levels, including the interpersonal and the organizational levels. In terms of the interpersonal level, many employees or even managers may resist change because it tends to remove the comfort zone, even if only temporarily. Change may also cause fear, especially when there is a danger of job losses and the like. These personal issues can cause inter-level tension within the organization and have unforeseen and unintended negative effects on the process and its goals. For this reason, as Burke notes in the chapter on levels of organization change, it is important for managers to be aware of and actively manage the various levels of change that occur within his or her organization.
I believe that Burke (p. 99) makes an important statement in recognizing that there are differences not only in the types of changes that occur within the organization, but also among the different levels...
This is what makes change such a complicated process. The differences and change processes need to be integrated in such a way that change is optimized and serves its purpose. This can mitigate some of the potential negative effects caused by change within the organization.
In his introduction, Burke (100) recognizes that there are many intricate interactions within organizations, which might influence change. In order to arrive at a relatively broad understanding of how change occurs at various levels, however, he has identified three broad categories of change, including the individual, the group, and the total system. In this way, the author addresses all the levels at which the organization operates. The results of such an analysis can then be used as a basis for further and more detailed analysis within the interpersonal, inter-group, and inter-organization levels.
One important factor that Burke (p. 100) highlights about the individual level of change within organizations is that…
Exploring the complex web of meaning and interpretation attached to concepts like nostalgia would illuminate aspects of resistance in ways that current rationality-based theories do not. Greater attention to affect, identity, symbolism, aesthetics, and related subjects would provide a useful balance to change and innovation research. It is important to acknowledge the many sides of human beings and consider how they may figure in starting, sustaining, and resisting change. We
Organizational Change Theories The termination of the draft that took place in 1973 has far most been the most significant change in the U.S. military. The impacts of this change are still being witnessed even after twenty-four years of implementing the changes. Most of those people who are in active duty came by free will. It has created a lot of complication on how the military functions and the way they
organizational change by using Tesco plc as our organization of choice. The concept of change is explored from definition to effects that it has on an organization. Change resistance and the resulting conflict are also discussed. Finally, a recommendation of how to effect change is provided., Organization culture, a term that which refers to a collection of policies, values, beliefs as well as attitudes (Mullins,2010) is a very critical element
Factors that affect an organization's capacity and willingness to change need to be examined and exploited. Organizational culture, which is a set of shared values and assumptions that are followed by the members of an organization, plays an important role in affecting the attitude of an organization to change. If an organizational history has been unwelcome to change in the past, it is highly unlikely that an organization will be
c) Change support In the context of the closing of the Orlon manufacturing operations, a useful approach to the problem would be constituted by the action research. This type of research specifically implies that the individual assesses the situation, but in doing so, also seeks solutions to resolving the problem (Saunders, Lewis and Thornhill, 2009). This type of research combines the theoretical stance with the practical stance. Through its lenses then,
Importance of Effective Change Management An old adage goes that "change is inevitable." It is a constant phenomenon. Organisations exist in an ever-changing world. Factors such as competitive pressure, regulatory changes, shifts in consumer tastes and preferences, technological advancements, workforce changes, globalisation, and industry adjustments compel organisations to initiate change initiatives targeting strategy, leadership, management, workforce, structures, and processes (Lam, 2009; Nehar, 2013). The initiatives are primarily aimed at improving organisational