Running head: ORGANIZATIONAL CHANGE MANAGEMENT
Organizational Change Management
This research project focused on organizational change management initiated through strategic planning. Knowing that organizational changes are inevitable and necessary for companies to achieve their mission and goals, the intent was to present an analysis on some of the important areas that could affect successful outcomes. Included are strategy, technology, structure, and people as the four major areas of concentration because they are related and most cases, interchangeable when there is change. There are also techniques explored that counter the resistance of employees either afraid or unwilling to change. Introduction
Organizational change occurs when a company makes a transition from its current state to some desired future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to minimize employee resistance and cost to the organization, while also maximizing the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are to remain competitive. Factors such as globalization of markets and rapidly evolving technology force businesses to respond in order to survive. Such changes may be relatively minor as in the case of installing a new software program or quite major as in the case of refocusing an overall marketing strategy. "Organizations must change because their environments change,” according to Jeff Hiatt book Management: Function and Strategy. "Today, businesses are bombarded by incredibly high rates of change from a frustratingly large number of sources. Inside pressures come from top managers and lower-level employees who push for change. Outside pressures can come from changes in the legal, competitive, technological, and economic environments. "Bateman and Zeithaml identified four major areas of...
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