Organizational Change Is Not Suce
Organizational change is not always successful. Identify factors that can cause change initiatives to fail and the five pillars that can cause them to succeed. Highlight an organization that failed to adapt and evaluate which of these factors and pillars were demonstrated by this organization. Review several of your peers’ posts. Discuss any similar or opposing perspectives you have, with at least two of your peers. Take care to be professional and polite even if your beliefs or viewpoints differ.
There are many factors that contribute to an organization’s lack of success, while I could name quite a few I will empathize the ones that I’ve encountered. Whenever there is change that occurs there is always going to be resistance or opposition. This could be a result of jealous, laziness or just simple disagreement. According to Weiss (2012), “When change is arbitrarily imposed, poorly explained, and hastily announced from the top, managers and employees can become disillusioned, lose motivation, and become increasingly resentful and resistant to the change” (section 4.1, para. 6). Another factor that can cause failure is the failure to recognize the need for change. Often when the same leaders have been in place for years they continue to conduct business the same way for several years. They become extremely complacent and before you know it they are trying to save the company by implement a reactive change instead of proactive. According to Weiss (2012), “The failure to recognize the need for change continues to be a major cause of change programs that are initiated too late to regain competitiveness” (section 4.1, para. 8). Wherever there is failure there is the possibility of success, this is where the five pillars to succeed comes into play. The five pillars are leadership, strategy, culture, structure, and systems. Leaders are those who integrate the new vision, mission, and values of the organization with its changed strategy, culture, structure, and
There are many factors that contribute to an organization’s lack of success, while I could name quite a few I will empathize the ones that I’ve encountered. Whenever there is change that occurs there is always going to be resistance or opposition. This could be a result of jealous, laziness or just simple disagreement. According to Weiss (2012), “When change is arbitrarily imposed, poorly explained, and hastily announced from the top, managers and employees can become disillusioned, lose motivation, and become increasingly resentful and resistant to the change” (section 4.1, para. 6). Another factor that can cause failure is the failure to recognize the need for change. Often when the same leaders have been in place for years they continue to conduct business the same way for several years. They become extremely complacent and before you know it they are trying to save the company by implement a reactive change instead of proactive. According to Weiss (2012), “The failure to recognize the need for change continues to be a major cause of change programs that are initiated too late to regain competitiveness” (section 4.1, para. 8). Wherever there is failure there is the possibility of success, this is where the five pillars to succeed comes into play. The five pillars are leadership, strategy, culture, structure, and systems. Leaders are those who integrate the new vision, mission, and values of the organization with its changed strategy, culture, structure, and