Organizational Change

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INTRODUCTION

Organizational Development (OD) has become more and more important for today’s organizations because the world is moving so fast that organizations have to find ways to be more effective, more innovation, more customer-driven, and more agile. Cumming and Worley (1997) define organizational development as “a process that applies a broad range of behaviour science knowledge and practices to help organizations build their capacity to change and to achieve greater effectiveness”. Therefore, OD will help organizations understand how people act to change and which change methods can work with the resistance to change that usually occurs in organizations undergoing change. In the study of organizational development, it is important to study Organizational Intervention & Change Implementation in order to know how to operate and make use of change methods that seem to be vital in solving any problems that arise. Organizational change is an important part of organizational management and leaders cannot ignore the inevitability of having to manage change within their organizations. In addition, a global study that was conducted with over 2,000 organizations showed that 82 percent had implemented major information system change, which entailed other changes in structure, technology, and people as well (Robbins &ump; Coulter, 2007). Therefore, it is imperative that managers and organizations understand how to increase their chances of having successful change programs.

WHY DO WE NEED ORGANIZATIONAL CHANGE?
There are different reasons why we need for organizational change. Some of the reason stated below:
1. Crisis: The most obvious crisis is Global financial crisis (2007-2008) which caused numerous organizations, industries to change. They all have to change to survive.
2. Performance Gaps: Being an organization, they always look forward to improve gradually. The organization may not meet their goal, changes are required to close

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