The Extent of the Effect of Change on Organizational Transformation
Transformation is about change which the change goes to the depths of what an individual feels and will affect what people feel about such society, country or organization, what they do in the organization and maybe what they hold dear to life. Organizational transformation is more than just changing the way business is done. It is about changing the organizational culture in one or more ways, it is not just about passing out orders and implementing policies in a country as we had recently in Nigeria that the oil subsidy was suddenly removed devastating many people, some people even lost their lives to it while some lost their jobs due to the high rate of inflation. All these happened basically because the basic process of change was completely neglected which include "Unfreezing": Faced with a dilemma or disconfirmation, the individual or group becomes aware of a need to change, "Changing": The situation is diagnosed and new models of behavior are explored and tested and "Refreezing": Application of new behavior is evaluated, and if reinforcing, adopted; as described by Kurt Lewin.
Transforming the organization refers to any significant change made to an organization such as, restructuring an organization or reengineering an organization and/or there is a significant change in the way business is done. The question is, of course, what is significant relative to a given organization.
Significant organizational change occurs, for example, when an organization changes its overall strategy for success, adds or removes a major section or practice, and/or wants to change the very nature by which it operates. Just like people must successfully evolve through life cycles, organizations must do the same to adapt to the ever changes environment in which they operate. For organizations to develop, they often must undergo significant change at various points in their development.
A good example of organization that has undergone transformation in recent