Managing Organizational Change

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Introduction …………………………………………………3

Discussion

Definition and Triggers …………………………......4  The Resistance to Change ………………………...4  Overcome Resistance ……………………………...5  The Leadership of Organizational Change ……….6
Stages of Change Process ………………………...6  Organization Culture Change ……………………...7  Motivation and Performance ……………………….8  Stakeholder Relevant issues ..……………………….9  A Case Study ……………………………………….10

Conclusion …………………………………………………..12

Reference ……………………………………………………..13

Introduction

Managing organizational change has been an essential topic for years and it is still widely discussed at present. Change has many definitions, and change is evitable in every aspects, especially in this modern world, with the fast pace of development, organizations need to change to make the business work. This report is written due to the massive reasons that organizations needs change to be better, and change here I mean is the positive change happen in the right place. The purpose of this report is to show the importance of change in organizations and give advices based on the materials I’ve read. This report is about focusing on the nature and feature of the managing organizational change, showing the strategies and approaches to change, explaining what kind of changes take place in an organization and how would they affect the organization, and giving the reasons of resistance to change and the methods to overcome it. Also the report will include a case about organizational change.

Discussion

Definition and Triggers

Definition of change management is (Fincham and Rhodes): the leadership and direction of the process of organizational transformation – especially with regard to human aspects and overcoming resistance to change

And here is a list of reasons or as we say triggers why the organizations need change (CIPD) (Patrick Dawson, 2003): •Government laws and regulations (legislations on discriminations, national policies, etc) •Globalization of markets and the internationalization of business •Major political and social events (European uptake euro and ongoing tension between countries) •Advances in technology (new technology was introduce and some organizations need to cope with) •Organizational growth and expansion

Fluctuation in business cycle (changes in the level of economic activity both with national economies and within major trading blocks) •Customer pressure, particularly shifting markets
To learn new organization behavior and skills
The resistance to change

There had always been resistance to change. Many people are afraid of change, as we can see from the definition of resistance to change (Changing Minds.org): Resistance to change is the action taken by individuals and groups when they perceive that a change that is occurring as a threat to them. Change in this particular circumstance may not be a threat, and here is a list of reasons of why people resist of changes (uwm.edu): •When the reason for the change is unclear. Ambiguity: whether it is about costs, equipment, jobs - can trigger negative reactions among users •When the proposed users have not been consulted about the change, and it is offered to them as an accomplished fact. People like to know what's going on, especially if their jobs may be affected. Informed workers tend to have higher levels of job satisfaction than uninformed workers •When the change threatens to modify established patterns of working relationships between people •When communication about the change: timetables, personnel, monies, etc. has not been sufficient •When the benefits and rewards for making the change are not seen as adequate for the trouble involved •When the change threatens jobs, power or status in an organization So, as we can see, change can lead to many unknown areas that people are not clear about, and there should various approaches...
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