Change management
Change Management – SAC Preparation
1. Organisational Change is the adoption of a new idea or behaviour by an organisation. The organisation may have modified its corporate culture, implemented new organisational structures, recruited employees with new skills or developed different work practises.
2. a. To be proactive it means to initiate change rather than simply react to events, whereas to be reactive is to wait for a change to occur and then respond to it.
b. The advantages of being proactive rather than reactive is that by being proactive, management is open for innovation and expansion as they are quick to implement positive change, and they are able to do so effectively, whereas reactive organisations do not have enough time to implement change due to waiting for change.
3. It is important for LSOs to embrace management and adapt to change as it allows organisations to have the potential to be more efficient and productive by accepting and adapting to any change that is desired without jeopardising the norm work routine.
4. Driving forces are factors that work to support the organisational change that is desired, such as laws and positive corporate culture, whereas restraining forces are factors that work against the desired change; this may be the costs of the change or the lack of time to implement change.
a. Corporate Culture: If the corporate culture of an organisation was positive and accepting, this would be a driving force for the organisation’s desired change as it this the corporate culture is willing to support management.
b. Customers: As the customer is an important stakeholder to businesses, if the customer’s trend or preferences supports the organisations desired change then this is a driving force. Linfox’s community of customers were concerned about Linfox’s carbon footprint and were increased their awareness in “green” issues.
c. Social Forces:
5. Restraining forces are those that resist or work against
1. Organisational Change is the adoption of a new idea or behaviour by an organisation. The organisation may have modified its corporate culture, implemented new organisational structures, recruited employees with new skills or developed different work practises.
2. a. To be proactive it means to initiate change rather than simply react to events, whereas to be reactive is to wait for a change to occur and then respond to it.
b. The advantages of being proactive rather than reactive is that by being proactive, management is open for innovation and expansion as they are quick to implement positive change, and they are able to do so effectively, whereas reactive organisations do not have enough time to implement change due to waiting for change.
3. It is important for LSOs to embrace management and adapt to change as it allows organisations to have the potential to be more efficient and productive by accepting and adapting to any change that is desired without jeopardising the norm work routine.
4. Driving forces are factors that work to support the organisational change that is desired, such as laws and positive corporate culture, whereas restraining forces are factors that work against the desired change; this may be the costs of the change or the lack of time to implement change.
a. Corporate Culture: If the corporate culture of an organisation was positive and accepting, this would be a driving force for the organisation’s desired change as it this the corporate culture is willing to support management.
b. Customers: As the customer is an important stakeholder to businesses, if the customer’s trend or preferences supports the organisations desired change then this is a driving force. Linfox’s community of customers were concerned about Linfox’s carbon footprint and were increased their awareness in “green” issues.
c. Social Forces:
5. Restraining forces are those that resist or work against