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Organizational Change Essays (Examples)

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Management of Change in an Organization
Words: 599 Length: 2 Pages Document Type: Research Paper Paper #: 55051281
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Senior leaders assess their company’s readiness for change using various tools and techniques. Change readiness refers to two main factors: member commitment and perceived efficacy (Weiner, 2009). Both commitment and efficacy suggest that a unified vision for change is required for effective organizational change. Whether it is stimulated by internal or external factors, member commitment to and belief in organizational change is critical.
The factors used to determine if change is needed in a given organization include regular, systematic, ongoing assessments of internal and external factors. The need for change can be sparked by external threats like encroaching competition or shifting consumer trends. Entering a new market might initiate a change strategy in the organization, too. Other internal factors that can determine whether change is needed include raw data from performance reports. Once the need for change has been determined, senior leaders need to shift their attention to the vision…


Musselwhite, C. & Plouffe, T. (2010). Four ways to know whether you are ready for change. Harvard Business Review. June 2, 1010. Retrieved online: 
Weiner, B.J. (2009). A theory of organizational readiness for change. Implementation Science 4: 67.

strategy development for nonprofit organizations
Words: 935 Length: 3 Pages Document Type: Case Study Paper #: 80792478
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Strategy Development
Big Splash
Making a big splash to establish a new policy has its risks, but this approach can be advantageous as well. The current situation is that there are only a few volunteers working with the organization regularly and they are facing burnout. So there is a problem that may break soon, and threaten the ability of the organization to do its work. The training seminars are going to be a barrier for those who are already working to continue, and a further barrier to attracting new people to do this work. There is no particular evidence that the seminars are going to solve any problem at all, so I would treat them with some skepticism. This is especially true in that 75% of volunteers are one-offs, and the number of one-offs might drop to near zero if they have to attend the seminars before volunteering.
The advantages…

Evidence Centered Patient Safety Initiative
Words: 6002 Length: 20 Pages Document Type: Capstone Project Paper #: 13945649
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In order to gather the challenges, it is necessary to rehabilitate organizations into learning institutions at the first step, so as to make them superlative. To make a change from a traditional to a learning organization, the main factor is leadership, which brings to light the goals and the main insights of the organization, assists workers to achieve their aims and helps them put up a learning condition which is inventive (Diab, Safan & Beeker, 2017). In the most recent proposal, an outline of an organization’s assessment on how ready they are to adopt evidence-based practice in the healthcare sector is presented. This project will be carried out in hospital environments with the respondents being healthcare professionals. The study will employ the Prevention Program Assessment tool to check their preparedness for change and thereafter get into a training period of 25 weeks. The outcomes will be analyzed qualitatively and…

Aarons, G. A., Ehrhart, M. G., Farahnak, L., & Hurlburt, M. (2015). Leadership and organizational change for implementation (LOCI): a randomized mixed method pilot study of a leadership and organization development intervention for evidence-based practice implementation. Implement Sci, 10(11), doi: 10.1186/s13012-014-0192-y.
Bosch, M., Tavender, E. J., Brennan, S., Knott, J., Russell, L., & Green, S. (2016). The many organizational factors relevant to planning change in emergency care departments: a qualitative study to inform a cluster randomized controlled trial aiming to improve the management of patients with mild traumatic brain injuries. PLoS ONE, 11(2).doi:10.1371/journal.pone.0148091
Brown, C. G. (2014). The Iowa model of evidence-based practice to promote quality care: An illustrated example in oncology nursing. Clin J Oncol Nurs, 18, 167-169.
Cavarec, Y. (2014). Increase your organization readiness to change. Paper presented at PMI® Global Congress 2014, North America, Phoenix, AZ. Newtown Square, PA: Project Management Institute.
CGEAN. (2018). CGEAN evidence-based implementation project 2018 – 2020. Retrieved from
Cullen, L. (2015). Models for implementation and integration of evidence-based practice. Nursing Research, 20(2), 51-60. Retrieved from
Diab, G. M., Safan, S. M., & Bakeer, H. M. (2018). Organizational change readiness and managers’ behavior in managing change. Journal of Nursing Education and Practice, 8(7). doi: 10.5430/jnep.v8n7p68
El-Sayed, F., Seada, A., & El-Guindy, H. (2017). Factors associated with nurses’ readiness for organizational change at BeniSueif University Hospital. Egyptian Nursing Journal, 14(2), 141-151.

Organization Change as a Result
Words: 1545 Length: 4 Pages Document Type: Term Paper Paper #: 46853925
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The change that outsourcing and SAs bring into organizations is, or should be, planned. It is the result of specific efforts by a change agent (individuals and groups who take responsibility for changing the existing behavior patterns), in this case managers. Planned change processes are a direct response to someone's perception of a discrepancy between the desired and actual state of affairs (performance gap). Performance gaps are at the same time problems to be resolved or opportunities to be explored through outsourcing and SAs.


All in all, outsourcing and strategic alliances are both concepts that will be found on the corporate strategic agenda for the years to come. The market dynamics and increasing pressures toward efficiency impose the need for organizational change. The benefits of the two strategic directions discussed are real, and through careful planning and implementation, organizations can gain a competitive advantage.


Berrio A.A. 2003, An…


Berrio A.A. 2003, An Organizational Culture Assessment Using the Competing Values Framework: A Profile of Ohio State University Extension, National Institute for Agricultural Research (INIA), Retrieved from URL 

Gottfredson M., Puryear R., Phillips S., Strategic Sourcing: From Periphery to the Core, Harvard Business Review, February 2005 Issue

Gupta, S. 2002, Demystifying offshore outsourcing: despite the risks, the benefits can be great, CMA Management, Retrieved Online from URL: 

Schermerhorn J., Hunt J., and Osborn R. 2005, Organizational Behavior. 9th ed. New York, Wiley

Organization Change Leadership
Words: 618 Length: 2 Pages Document Type: Essay Paper #: 76072141
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Organization Change Leadership

Every organization has a culture observed in daily operations. Organizational culture oftentimes influences the extent of performance and success (Burke, 2008). For instance, the visit to county jail and federal prison showed a difference in culture. The new federal prison suggested that the management intends to establish tight security. On the other hand, the county jail had established a culture where jailers freely interacting even with staff members. For many organizations, culture should be handed down from before current employees as they join an organization. According to head of OD group in Proctor and Gamble, culture introduced by the founders should be handed down even to future employees.

Cummings and Worley (2005) observed that organizational culture plays a big role in managing an organization. First, it sets the standards for all stakeholders involved in the organization. For instance, the management will always want to encourage a certain…


Burke, W.W. (2008). Organization change. Thousand Oaks, CA: Sage pub.

Cummings, T.G., & Worley, C.G. (2005). Organization development and change. Mason,

Ohio: Thomson/South-Western.

Organization Change Leveraging Power and Influence in Change Management
Words: 6001 Length: 20 Pages Document Type: Term Paper Paper #: 75714024
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Organization Change - Leveraging Power & Influence in Change Management

Leveraging Power & Influence in Change Management

Change is the only inevitable factor within any organization in the contemporary society. The changes that take place in line with the Human esources as well as the technology are so rapid that to stay relevant, each organization must of necessity keep up-to-date with the changes that are relevant to the organization. However, to have effective change, amid all the challenges that come with the attempt to effect change, there must be leadership that leverages power and is in a position to influence change and manage it to the conclusive end. It should be noted that change is not a destination but a continuous process, hence change management must also be continuous and not static. Changes in organizations take place all the time and each and every day which in most cases are…


Agguire D., (2013). Culture's Role in Enabling Organizational ChangeSurvey Ties

Transformation Success to Deft Handling of Cultural Issues. Retrieved February 23, 2014 from

Beakey, D. (2007). Organizational Design and Implementation. Graziadio Business Review:

Graziadio School of Business and Management, Pepperdine University. Retrieved February 23, 2014 from

Organization Change Analysis
Words: 2803 Length: 10 Pages Document Type: Term Paper Paper #: 25566539
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Change Proposal

The company has recently put into effect a change which has involved moving away from the present structure and putting in place a task force. The task force operates via a matrix structure with members of the task force answering to both their functional boss and the task force boss. The role of the task force was to improve flexibility and also to incorporate diversification, with the task force designed to make recommendations and drive change in these areas. However, the task force is not achieving what it was designed to do. It is in fact just creating more problems.

While this flexibility is recognized as being important to the company, the changes have not been effective in providing it.

The problems occurring are summarized below:

Task force unsuccessful - as a team the task force has been unsuccessful. The members have no clear purpose, there is little…


Bernardin, J.H., & Russell, J.E.A. (1999). Human Resource Management: An Experiential Approach. New York: McGraw Hill.

Billsberry, J. (2000). The Effective Manager: Perspectives and Illustrations. London: SAGE Publications.

Chambers, S., Harland, C., Harrison, A., Johnston, R., & Slack, N. (1998). Operations Management. London: Pitman Publishing.

Daft, R.L. (1997). Management. Fort Worth: The Dryden Press.