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Organizational Change Paper

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Organizational Change Paper
Organizational change must be cared out methodically. Lewin and Kotter offer great models that can be used as guidelines for change (Kanicki & Kreitz, 2010). A change agent must focus on affecting the elements of change. From all the elements, I feel that people is the most important. Organizational structures, processes, visions, and methods can easily be changed by management. For the changes to be effective however people must accept and follow the changes.
The case proposed change in a western organization. The people of western society are extremely individualistic. Individualists are more comfortable working with people who they believe are of the same knowledge level as they are (Choi & Rashad, 2015). It makes it more difficult for employees to work as a whole in organizations. With the rapid intention of individualistic views of many employees within an organization, change can be limited due to individuals prefer to follow their own ways of doing work allocating deadlines instead of following what the company plans to get done as a team (Choi & Rashad, 2015). …show more content…
One of the main drawbacks from sticking to the collectivistic custom of working in teams and groups would be that individual feelings and attitudes might be overshadowed (Choi & Rashad, 2015). Vineet did an excellent job of incorporating and recognizing employees as different and important individuals. Institutional collectivism is the degree to which organizational and societal institutional practices encourages reward collective distribution of resources and collective action (Choi & Rashad, 2015). In-group collectivism is the expression and behavior of the individuals in terms of pride, reliability and cohesiveness (Choi & Rashad, 2015). Vineet was able to create intrinsic rewards and motivation with the employees of
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