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The organizational change theory which best fits the organizational development and change of military organization is the "Teleological Change Theory." The top management and the leadership of the military realized the need for constant changes and realized the necessity of change in the organizational structures. The individual managers, the Generals in this case, have been instrumental in bringing about this change. Internal decision making and structures are more affected by the organizational change. In a teleological change, leader is right at the centre of the change, process, people and management. Leader is the one who aligns the goals, rewards, processes, expectations, roles and duties. Strategy formulation and implementation is based on the experiences from the ongoing processes. (Marshak, 2005)
It is important to take into account various factors while evaluating the organizational change in military. The size of the military and complexity of operations make it extremely hard to implement a change throughout the organization. Military is a closed organization and has rigid levels of hierarchy, which gives an impression of being resistant to change. An organization which is decentralized can implement organizational changes much easily as compared to centralized organizations. Military is also not affected by the organizational changes in the external environment.
The organizational changes in the military have not been dynamic but there have been...
The scope and scale of overall missions and training have changed to a great extent. The most prominent change in the military has been the technological changes. The trend in the recent years have been to move towards miniaturization, which means to move from large size weapons to smaller weapons in size which are more precise in long-range shooting. In order to adapt to the new generation of weapons, the organization had to make changes in the organizational training, selection, recruitment, planning and executing.
Military as an organization must adopt the evolutionary change model in order be more efficient and competitive in the dynamic organizational environment of the modern world. An evolutionary model will allow the development of the structures, process and personnel along as required by the changing environment which would help military in the long-term because they won't rely on leadership and top management to change as it would be the responsibility of the individual of the organization to change and collectively they will all add up to the organizational development.
References:
Murrell K.L. (1999). New Century Organization Development. Organizational Development Journal. Volume 17: No.4.
Marshak, R.J. (2005). Reinventing organizational development: New approaches to change in organizations. San Francisco, CA: Pfeiffer.
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