Organizational Change Essay Examples

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Organizational Change Essay

1031 words - 4 pages Organizational change can be intimidating for business leaders. The internet hosts several sites for small consulting firms that specialize in helping corporate leaders initiative positive change in their organizational culture. One such firm, Change Management Solutions, Inc., (CMS) uses a five-step change model, which encompasses contemporary collective and collaborative theories and models of change and change leadership. The firm considers culture, organizational leadership, and change planning as essential tools to prevent “becoming one of the 75% of businesses who fail at change.” (Puelo, n.d.) Similar to the design of the chapters in Hickman’s book, the CMS website promotes VIEW DOCUMENT
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Organizational change Essay

1604 words - 7 pages Robbins et al. (2011, p. 186), states ‘Change is an organizational reality and affects every part of a manager’s job’. Today’s wave of change primarily created by economic condition so change is now such a constant feature of organization life (Goodman, E. 2011, p.243). Organizations need to be changed at one point or another in structure, technology or people. These changes are defined as organizational change (Robbins et al. 2011, p.18). Organizational change is important because changes can increase effectiveness and efficiency, the innovation of products, services as well as dealing with changes in external and internal forces (Goodman, E. 2011, p.243). However, ‘the bottom line is that VIEW DOCUMENT
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Organizational change Essay

657 words - 3 pages Name : YanZhuangInstructor: Cristina SeamanClass: MGMT_101_M01Topic :Organizational ChangeDate : 11.13.2014School : NYITDefinition: What is Organizational ChangeOrganizational change is both the process in which an organization changes its structure, strategies, operational methods, technologies, or organizational culture to affect change within the organization and the effects of these changes on the organization. Organizational change can be continuous or occur for distinct periods of time.Company: Wal-MartWal-Mart began its operations in 1962 with a single location in the mid-western state of Arkansas.This was in a time where grocery stores were beginning to boom in VIEW DOCUMENT
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Organizational Change Essay

1512 words - 6 pages 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 (as cited in Robbins & Coulter, 2007). Therefore, it is imperative that managers and organizations understand how to increase their chances of having successful change programs. Diagnosis The first step in designing a change program is to understand what the problem or issue is that needs VIEW DOCUMENT
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organizational change Essay

929 words - 4 pages the employees will have that they could possibly be the one let go or moved to a different department in the facility without even being told. As usual, if the change is not executed correctly (right time or understanding) it most likely will not succeed. The strategies that will be used to successfully implement this new automated offender system will be directed to the employees, the facilities structure a system and/or organizational climate. The growth of strategies can be the reason for the further development of the new system and can actually include key changes or even a lesser change however with any change there has to be specific essentials ready. Communicating strategy is VIEW DOCUMENT
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Organizational Change Essay

1536 words - 6 pages Change Management Introduction A need for growth in any organization to stay a viable entity must occur. Organizational change is inevitable. Just like anything in life, markets and cultures change which require constant attention and preparation. In order to be successful in any market, an organization has to be able transform itself to the needs for the market. CrysTel is no stranger to change. CrysTel is a telecommunication company with over 2500 employees and a gross income of approximately $200 million a year. Products included in there list of services include data cables, wireless solutions, and network development. The product profile is data cables, wireless solutions and VIEW DOCUMENT
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Organizational Change Essay

1729 words - 7 pages worker safety are becoming a habit (Poulos, 2004). LAC+USC has implemented a Continuous Quality Improvement (CQI) plan to improve the performance and quality of care of patients. The current methods aim at improving and implementing more effective and efficient delivery of service (Employee Orientation Handbook, 2002, p. 13). By implementing the use of safety securement devices CQI would be maintained.This organizational change will be guided by Kurt Lewin's three-stage force field theory, which involves unfreezing, movement and refreezing (Clark, 2004). "Old or young change is an evitable process that everyone experiences in life which results in personal and organizational growth", once VIEW DOCUMENT
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Organizational Change Essay

5420 words - 22 pages Organizational Change Organizations today are going through constant change brought about by competition, economics, business innovation and a realization that remaining stagnant may mean organizational death. As the business environment increases in complexity and changes rapidly, organization and management consequently experiences significant transformation to cope with these changes. On a micro level (company level), these changes would include the transformation of the internal corporate culture as well as enhancements in the management of human resources in response to increasing workplace diversity and the evolving needs of the workforce VIEW DOCUMENT
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Planned Organizational Change Essay

1007 words - 4 pages AbstractPlanned organizational change can be defined in many different ways, and characterized on many different levels. The common denominator listed after reviewing two related Internet articles, indicates that change cannot take place for "change's sake", but must be implemented to accomplish a specific goal or task. Another common statement states that change must also be accepted and embraced before the desired outcome is achieved.Planned Organizational ChangePlanned organizational change can be defined in many different ways, and characterized on many different levels. The common denominator listed after reviewing two related Internet articles, indicates that change cannot take place VIEW DOCUMENT
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Managing Organizational Change Essay

3310 words - 13 pages Managing Organizational Change{Insert Date}Managing Organizational Change09/03/2002 2AbstractAs the Greek philosopher Heraclitus (525 - 475BC) pointed out: change alone is unchanging. Nowhere is this more true than in corporate North America.Globalization; quantum leaps in technology; mergers and acquisitions; shiftingmarkets and client demands; and, significant changes in the workforce makechanging to survive a strategic imperative. All organizations need to have agreater reach, be in more places, be aware of regional and cultural differences,and integrate coherent strategies for different markets and communities. (Kanter,1999) Failure to change, to change rapidly enough, or to make the VIEW DOCUMENT
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Organizational Change Management

1855 words - 7 pages Organizational Change Management Significant organizational change occurs 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. It also occurs when an organization evolves through various life cycles, just like people must successfully evolve through life cycles. For organizations to develop, they often must undergo significant change at various points in their development; hence the topic of organizational change and development has become widespread in communications about business, organizations, leadership and management. Find and idea that fits the business needs VIEW DOCUMENT
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Managing Organizational Change

1065 words - 4 pages In this dynamic business environment, change is inevitable. Changes can be planned, or unintentional: depending on the driving forces behind. The major forces for change can be derived from the nature of the workforce, technology, economic shocks, competition, social trends, and world politics (Robbins & Judge, 2011). In this post the author will explain the Kotter’s eight –step approaches to managing organizational change and discuss how his company handles the planned changes in term of organization reconstruction. When changes are inevitable, the leaders usually design some adequate steps to make the change go smooth, effective and permanently. Kurt Lewin argued that successful VIEW DOCUMENT
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Managing Organizational Change

2320 words - 9 pages Overview Throughout the history of organizational literature, many scholars have suggested that change initiatives need to originate at the leadership level in order to be successful (Bennis, 1999). However history has shown that the majority of change initiatives fail, especially when mandated by top management (King & Peterson, 2007). This paper will examine why this dichotomy exists, what the role of top management should be in a change program, and how top managers can utilize key leverage points to increase their chances of a successful change implementation. The Evolution of Organizations and its Impact on Change The invention of modern management by theorists, such as Frederick VIEW DOCUMENT
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Organizational Change Management

1133 words - 5 pages A Human Resource professional needs to be aware of a multitude of methods and concepts when it comes to managing organizational change. There is not just one set procedure on how to make change happen efficiently and effectively. It is imperative that all aspects of the change process receive attention in order to create a unified entity. Although all concepts in managing change are important, this paper will focus on three essential concepts that have been learned throughout the course and how those concepts work together to ensure a successful change initiative. Followed by a personal action plan, which will detail how the knowledge from this class will be beneficial in the real world VIEW DOCUMENT
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Downsizing in Organizational Change

2391 words - 10 pages importance to organizational managers (Kozlowski, Chao, Smith, & Hedlund, 1993).Survivors are likely to face changes such as variation in job responsibilities, modified reporting relationships, new co-workers, and other environmental differences such as new policies or procedures (Leana & Feldman, 1988).Survivors go through a work transition in terms of four stages: preparation, encounter, adjustment, and stabilization. The immediate consequences of downsizing consist of the preparation and encounter phases. The psychological defense mechanisms such as denial and withdrawal occur in the early stages of the encounter phase before the change can be integrated (Nicholson and West, 1988 VIEW DOCUMENT
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Organizational Change at Enron

2208 words - 9 pages , group level, and individual level. I also discuss the best way to implement these changes and the driving forces for and against the desired change. Part of identifying where this change had to be implemented included incorporating a phase model, where change can be implemented in a more structured way. There are various roles and responsibilities associated with being a change agent, such as: demonstrating organizational knowledge, improving organizational communication, solving problems, building commitment for change, facilitating learning, conducting analysis, implementing change, and managing change.   Background of Enron Enron rode the waves of technological innovation, the VIEW DOCUMENT
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Managing Organizational Change

1015 words - 4 pages feel safe asking questions or having issues addressed.Managers should always prepare for the unexpected. There is no such thing as a perfect plan. No change goes exactly according to plan. Effectively managing changes within an organization requires ongoing reassessments of the willingness and the ability to step forward to the next level of transformation. Adjustments should be done on an as-needed basis by the feedback of data from the employees.There are five key organizational development techniques, according to our text page 363, which are survey feedback, sensitivity training, team building, process consultation, and intergroup development.The most important policies that I would VIEW DOCUMENT
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What is Organizational Change?

1641 words - 7 pages Organizational change is entwined in an organization’s culture in order to maintain a competitive advantage. Organizations have to continually adapt to stay abreast of societal demands and changes and meet the needs of its customers. Educationally, schools must continually evolve to meet the growing demands and needs of its students. Lichtenstein (2000) noted that the need for change induces a high level of stress. However, stress and discomfort can be a catalyst for organizational change. In education, the stress can come from a number of accountability measures. The ability to manage change and adapt to a globally competitive environment are intensifying (Cao and McHugh, 2005). The VIEW DOCUMENT
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Organizational Change-Walgreen's

1012 words - 4 pages Organizational Change- Walgreens PAGE \* MERGEFORMAT 4 Running head: ORGANIZATIONAL CHANGE- WALGREENSOrganizational Change- WalgreensKelly BrutonUniversity of Phoenix OnlineOrganizational PsychologyPSY/428Mary FarmerFebruary 8, 2009IntroductionOrganizational change occurs when an organization changes its vision and strategy to drive success. Major change takes place to keep up with the technological advances of an ever-growing technologically based environment. Such change can add or delete a major section or practice, or wants to change the very nature by which it operates. It also occurs when an organization evolves through various life cycles, just like people must successfully evolve VIEW DOCUMENT
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Organizational Change - Kodak

1786 words - 7 pages Organizational change is a complex process is likely to receive resistance from some; however, when management delivers the positives, resistance is bound to fade. Some salient aspects of organizational change are management will focus on the customers to gain their confidence, focus will on be on the employees to gain their trust, and a relationship will broaden with the suppliers. This paper will describe the organizational change Kodak experienced as a means to maintain success and in this digital driven and diverse economy.George Eastman's wish was to make "photography as convenient as the pencil" and began by creating the first handheld camera which could take pictures with a push of a VIEW DOCUMENT
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Combating Resistance to Organizational Change

1376 words - 6 pages Combating Resistance to Organizational Change By any objective measure, the amount of important, frequently distressing, change in organizations has grown enormously over the last two decades (Kotter, 1996). Jeffrey M. Hiatt, CEO of Prosci Inc., (as cited by Gibson, Ivancevich, Donnelly & Konopaske, 2009, p. 481) explained, “thirty years ago, a foturne 100 probably had one or two enterprisewide change intitiatives goiong on; today that number is proably between 20 and 25.” The speed of global, economic, and techological development makes change an ineveitable element of organiztional life. Change is a pervasive, perisitent, and permenant condition for all organizations (Gibson, et al VIEW DOCUMENT
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Unseen Consequences in Organizational Change

1159 words - 5 pages Unseen Consequences in Organizational Change I currently work for command Zulu, which is a detachment from the headquarters located in Virginia. Zulu employs two officers and four enlisted personnel whose primary job is conducting inspections on all East Coast Trident submarines. The two officers fill the roles of Officer in Charge and Assistant Officer in Charge. The four enlisted personnel are specialists in the areas of security, safety, technical operations, and administrative programs. An organizational change occurred a couple of years ago that shifted our chain of command to a higher headquarters. Command Zulu’s organizational culture significantly changed after the VIEW DOCUMENT
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Organizational Change and Stress Management

1385 words - 6 pages Organizational change and stress management are widely accepted as two major issues in organizational life today (Vakola & Nikolaou, 2005). If there is one constant in the business world, it is change (Washington & Hacker, 2005). But with change, stress will normally follow. Change is defined as making things different while stress is defined as a dynamic condition in which an individual is confronted with an opportunity, a demand, or a resource related to what the individual desires and for which the outcome is perceived to be both uncertain and important. This paper will focus on the results of research from experts who have analyzed the influence that resistance to change, potential VIEW DOCUMENT
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How to Implement Organizational Change

966 words - 4 pages "Between 50 and 70% or organizational change efforts fail" (Hammer & Champy, 1993).In light of this statement from the "inventors" of reengineering it is not surprising that the concept is being met with a certain amount of apathy and disdain these days.It is becoming increasingly clear that organizations are very capable of designing change but less capable of implementing that change. Furthermore, it is clear that short-term organizational pressures and long term organizational change frequently create a dichotomy. It has been apparent that change efforts did not succeed because the demands of the present became too overwhelming to allow the necessary focus on the long term.The result VIEW DOCUMENT
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Combatting Resistance to Organizational Change

1537 words - 6 pages Effective organizational change requires an alteration in patterns of employee behavior (Spector, 2010). There are many reasons why stakeholders can be resistant to change including but not limited to; misunderstanding, self-interest, inability to adapt and disagreement with the change. It is management’s job to understand this resistance and effectively combat it. There are several tools that can be used to combat resistance to organizational change to increase the chances of effective organizational implementation. This paper will look at some of the essential tools and elements I would use to combat resistance to organizational change. In addition, I will discuss what elements I VIEW DOCUMENT
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Factors that drive organizational change

1030 words - 4 pages Running head: FACTORS THAT DRIVE ORGANIZATIONAL CHANGE 1 FACTORS THAT DRIVE ORGANIZATIONAL CHANGE 4 Factors That Drive Organizational ChangeMGT/380August 5, 2013 Factors That Drive Organizational ChangeOrganizational change is defined as change that has an impact on the way work is performed and has a significant effect on staff. (The Vector study, 2012). Organizational change can be major like a reorganization or a much smaller change such as new computer software. Changes can include structure within the organization, working practices that include hours and schedules, role changes, and the environment within which work is done. Whether change is viewed as large or small it can VIEW DOCUMENT
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Managing Resistance to Organizational Change

1962 words - 8 pages with personal ethics (Palmer et al., 2009). In addition, the selected approaches comprise a full range of interventions for shaping or controlling behaviors according to situational contexts. Communication and dialogue interventions facilitate the open, continuous sharing of information and ideas concerning the change initiative across and between organizational levels and with external stakeholders (Kotter & Schlesinger, 2008). These approaches serve to reduce resistance in situations where information is lacking or misperceptions exist about the change or the process for implementation. In addition, ongoing communication and dialogue creates a positive climate for the acceptance of VIEW DOCUMENT
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How to Implement Organizational Change?

1396 words - 6 pages How to Implement Organizational Change?"Between 50 and 70% or organizational change efforts fail" Hammer & Champy - Reengineering the corporation.In light of this statement from the "inventors" of reengineering it is not surprising that the concept is being met with a certain amount of apathy and disdain these days.Having practiced in this area for more than a decade now, it is becoming increasingly clear that organizations are very capable of designing change but less capable of implementing that change. Furthermore, it is clear that short-term organizational pressures and long term organizational change frequently create a dichotomy. It is our assertion that failed change efforts did VIEW DOCUMENT
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Organizational Change- Traditional to Transformed

1571 words - 6 pages differentiate the process and shape organizational transformations. The common themes are redefining the business and focusing on the customer, teaming and supporting nonhierarchical structures, leadership and shared values, and a change in languages. These four themes occur in some form in many transformed organizations.Johnsonville Foods, a Wisconsin sausage manufacturer, is an example of a company that has changed from a traditional organizational model to a transformed organizational model. In the mid-to-late 1990s, Johnsonville Foods recognized that to become a national player, the company had to change the concept of the word boss (PI Worldwide, 2006). Some may believe the real boss of VIEW DOCUMENT
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A Strategy for Organizational Change

1225 words - 5 pages A Strategy for Organizational Change The situation of AB Organisation is very complex and difficult, due to the unstable situation given in the external environment and in the internal structure of the company. The first step that the new Managing Director of the AB Organisation must take is to analyse the past and present situation of the company, to know the reasons of the situation nowadays. Through the SWOT (Strengths, Weaknesses, Opportunities and Threats) analyse and the PESTEL (Political, Economic, Sociocultural, Technological, Environmental and Legal) framework the company will know their own strengths and weaknesses, the needs of VIEW DOCUMENT
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Unplanned Organizational Change at NASA

677 words - 3 pages After the tragedy of the Space Shuttle Columbia disaster, some unplanned changes are on the way at NASA. The changes are a direct result of the searing exploratory reports that accused management, communication, and overall cultural failures in the space shuttle program as the reason for the loss of the space shuttle. How the management teams at NASA choose to address these issues will determine the future of the space shuttle programs at NASA.Unplanned Organization Change at NASAThe main focus of the article that was read was that NASA plans to not only concentrate on the hardware related factors that lead to the disastrous event on February 1st of this year, but that the human and VIEW DOCUMENT
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Organizational Change Plan - Part 2

2085 words - 8 pages AbstractChange can be particularly upsetting and can cause havoc to all involved in any organization. One myth is that change is "bad". Change itself is neither good nor bad, only the responses and outcomes of change can be considered good or bad. Change is unavoidable and essential in any industry. Without change organizations would be left behind and lose their competitive advantages. This paper will discuss the description of a home health care company and the plan to implement a service that they had in place but has not been active within the organization.Description of OrganizationCompassionate Hearts Home Health Care was founded in 1988 and is a licensed home health care agency. The VIEW DOCUMENT
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Literature Review on Organizational Change and Mergers

2364 words - 10 pages Organizational culture and change is at the heart of the issue surrounding the merger of the DFD and MFD. In this research project, organizational culture is defined as the shared assumption among members about how to react to external and internal factors (Schein, 1992). Organizational change is defined by the degree of change to the organization’s core elements (Cornelissen, 2008; Hannon, Polos, & Carroll, 2004; Griffin, Rafferty, & Mason, 2004). It is one of the purposes of this project to examine the effects of the merger on the culture of both departments. However, despite previous research on the impact of mergers on organizational culture (Stahl & Voight, 2007; Weber & Camerer, 2003 VIEW DOCUMENT
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Organizational Change in todays business environment

3142 words - 13 pages INTRODUCTIONOrganizational change is a concept that regularly occurs due to the nature of today's business environment. (McNamara, 2007) It is common in business communications, strategy, management and leadership. (McNamara, 2007) Change occurs when an organization revolutionizes parts or its entire strategy and/or wants to change the way it operates. (McNamara, 2007) Thus, it involves the realigning of organizational processes and operations. In order to remain competitive and successful in today's business environment, organizations must continually undergo changes by being innovative. (McNamara, 2007) Therefore, change plays a major role in the longevity, maturity, and success of any VIEW DOCUMENT
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Creating Employee Trust During Organizational Change

969 words - 4 pages Organizational change presents a new and difficult challenge for leaders. Change creates a higher level of uncertainty for employees. During organizational change, employees face new pressures, priorities, and often new work roles. Symptoms of declining employee trust include anxiety, rising cynicism, declining confidence, satisfaction and loyalty. Employees who feel threatened, insecure or vulnerable can grow inhibited and reluctant to make decisions or take risks. Leaders may find employees “staying under the radar”, willing to contribute nothing rather than risk doing wrong. Change management research has largely ignored the effects of organizational change history in shaping VIEW DOCUMENT
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Organizational Change, Learning and Performance Management

751 words - 3 pages Organizational Change, Learning and Performance management Presently, organizations have become a complex phenomenon, which requires numerous functions and strategies to manage the human resources. In today’s world there is a great need for organizational change and learning from time to time because of increasing globalization and technological advances. Proper plans and policies should be framed for implementing organizational change (Allen & Kilman, 2001). Organization learning and change manage the performance of the employees in the organization. Performance management system supports the continuous improvement of knowledge, skills and performance of the employees. This system is VIEW DOCUMENT
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Resistance to Organizational Change in Business

2685 words - 11 pages By any objective measure, the amount of important, frequently distressing, change in organizations has grown enormously over the last two decades (Kotter, 1996). Jeffrey M. Hiatt, CEO of Prosci Inc., (as cited by Gibson, Ivancevich, Donnelly & Konopaske, 2009, p. 481) explained, “thirty years ago, a fortune 100 probably had one or two enterprise wide change initiatives going on; today that number is probably between 20 and 25.” The speed of global, economic, and technological development makes change an inevitable element of organizational life. Change is a pervasive, persistent, and permanent condition for all organizations (Gibson, et al., 2009). Organizational change means VIEW DOCUMENT
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How Malaysia's Managers Manage Organizational Change

939 words - 4 pages Common Change Management PracticesThe survey suggests that there are three types of change practices commonly implemented by overall respondents. They are "Business Expansion", "Work Process Change" and "Restructuring" - all over 50 per cent in frequency. The most common type of change was "Business Expansion," representing 72 per cent of the responses. Sixty-nine per cent of the respondents reported that they had implemented "Work Process Change" improvement projects in their organization, followed by "Restructuring" projects (54 per cent of responses). All respondents indicated that their organizational change efforts involved a combination of more than one type of change.This result VIEW DOCUMENT
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Leadership and Organizational Change Concepts Worksheet

4152 words - 17 pages Concept Application of Concept in the Scenario or Simulation Reference to Concept in ReadingNon-technological catalysts for changeDue to emerging global shifts after September 11, 2001, Intersect Investment (like other companies in the financial services industry) has struggled to maintain their financial status on Wall Street. To meet this end, they have decided to implement changes within the organization in order to provide additional products and services while creating trusting customer relationships that are long-term.The attack on September 11, 2001 was a non-technological catalyst that lead to the changes in climate for Intersect Investment.Cues for organizational change can come VIEW DOCUMENT
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What's in a name? Approaching organizational change

3142 words - 13 pages marketing campaign (or fundraising campaign, or promotion) can turn an organization around. So why shouldn't an internal change that is carefully marketed provide benefit and get people to buy in? The answer lies in the difference between the marketing of products and services outside of work and marketing the illusion of choice inside.Buying In or opting out?Treating change as a commodity - as a discrete thing with a particular brand identity - creates several problems that defeat the very goal of the effort. For one, this "commodification of change" presents change asa discrete product rather than a comprehensive transformation that reaches into every area of work life and organizational VIEW DOCUMENT
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Understanding Individual Resistance in Organizational Change

3041 words - 13 pages assertion, striving for security is among the reasons for resistance to change. This resistance could be prompted by personal concerns related to the fear of losing a job or a reduction in benefits (Ford 2002). In addition to personal factors, there are also other factors in an organizational that could suggest resistance to change. Organisational factors leading to resistance could include the perceived credibility of the organisation, the perceived credibility of those leading the change, and also the organisation's history or track record related to change (Mink 1992). Over time; organizations undertake a number of changes. In turn, individuals develop a sense of an organization's history as VIEW DOCUMENT
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Target Canada: The Effect of Organizational Change

2335 words - 9 pages Canada, hiring back only one percent of the former Zellers employees, desiring to make a fresh start for the department store chain (Target Refused Zellers Workers). John Kotter, an expert on organizational change, conducted thirty years of research, coming to the conclusion that because companies do not completely investigate the whole picture when it comes to change, seventy percent of businesses crash by not finishing the change through to the end. For the reason that many businesses fail because of this reason, he created an eight-step process to help businesses succeed and move forward with their change (The 8 Step Process). This paper’s objective is to explain Kotter’s change VIEW DOCUMENT
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Drivers of Organizational Change and the Keys to Successful Organizational Change

1534 words - 7 pages direct experiential component outlining the author’s change management role and contribution to the change management efforts in these organizations during his career. Contribution to Organizational Change Public Sector Case 1a. I worked for 11 years in the public sector from 1985 to 1996. There were over five hundred employees in my department. In 1988 the Department’s records were converted from a manual system of ledgers to a computerized system. The system analyst liaised with the employees of the department to ensure that the necessary requirements were captured in the systems analysis phase of the project. Procedure manuals were rewritten to capture the current workflows and methods VIEW DOCUMENT
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Researching the Changes in Employee Perception During Organizational Change

2022 words - 8 pages INTRODUCTION An organizational change disturbs the structure of organizational life in terms of interpersonal relationships, reporting lines, group boundaries, employee and work unit status. (Paulsen et al., 2005; Terry and Jimmieson, 2003). Although change is implemented for positive purposes (like to adapt the changing environmental conditions and to remain competitive as well), its is observed that employees often respond negatively toward change and resist the overall efforts. This negative reaction is largely because change brings with it increased pressure, stress and uncertainty for employees (Armenakis and Bedeian, 1999; McHugh, 1997). One of the main reasons causing the VIEW DOCUMENT
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Turbulence And Organizational Change: Praful Rastogi's Experience In TCCL

1636 words - 7 pages This case deals with an old, diversified organization that attempts to cope with the dynamics of ageing, and also changes in the external environment. It specially focuses on the experiences of Praful Rastogi's in the organization: he takes up the role of change agent and handles assignments in two divisions (caustic soda division & marketing division). This involves the process of reorganizing the divisions and redesigning the organizational structure by redesigning the roles of key organizational members. During the period of two years this old established organization was caught in a whirlpool of change.Some organizations, deal well with change. In fact, they seem to thrive on it VIEW DOCUMENT
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Organizational Behavior Change Project : Current State Analysis Paper

1272 words - 6 pages     McDonalds is an apt example to study the organizational behavior change project. The organization is operating in over 121 countries around the globe and more than 52 million people working Cross all locations in the world. The organization has laid firm grounds of motivating its employees by engaging them in different programs and has maintained its competitiveness. Therefore, we will study McDonald's to gain insight of its organizational structure and current state analysis.     McDonald's believes in employee satisfaction and thereby providing excellent customer service. It works with the conviction of always doing right for all the stakeholders be it their customers or the VIEW DOCUMENT
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Failing to React to External Factors Requiring Organizational Change

862 words - 3 pages In his article "The Failure of Strategy: It's all in the Execution" (Beaudan, 2001), Eric Beaudan highlights the failure of organizations to effectively implement organizational change strategies when adapting to changing market conditions. Beaudan postulates that companies typically create effective strategies. Far more regularly, though, companies fail to implement these strategies or allow their strategies to evolve. Beaudan outlines three key elements that enable companies to successfully link implementation of change to vision and strategy for it.The first key for leaders is clarification (Beaudan, 2001). This two part step entails understanding how subordinates or co-workers interpret VIEW DOCUMENT
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Martin’s Takeover of Ukrop’s: A Change in Organizational Culture

1528 words - 6 pages In this paper, the organizational cultures of Ukrops and Martins Grocery Store. The purposes of this paper are to discuss the similarities as well as the differences in culture between the two organizations such as the employee/customer satisfaction, policies, as well as the benefits each company gave their employees. Also in the paper, the reason why Martins felt a need to buy out Ukrops will be discussed. The reason this topic was chosen was because the Martins chain as well as the Ukrops chain had specific characteristics/ symbols that could be used to define each chain. The concepts that the Martins takeover exemplified were prime examples of the topics we discussed in class. In VIEW DOCUMENT
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The psychodynamics of organizational change in the work place

2168 words - 9 pages Organizational changes are not something to direct, control or even manage. These are results of changes in the relationship between the people in the organization. If this relationship gets stuck, change will also get stuck.The result of the growing recognition that changes cannot be imposed is the increases of desire of get the whole system in the room for facilitate organization changed. Approaches such as open space technology and future search mean that consultants, facilitators and other change agents are now dealing with larger groups of people in their change interventions. The different dynamic of the larger group requires new insights and approaches; or there are dangers of VIEW DOCUMENT
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ORGANIZATIONAL CHANGE AND ITS IMPACT ON ORGANIZATIONAL EFFECTIVENESS IN ALBANIAN BUSINESSES

1227 words - 5 pages ORGANIZATIONAL CHANGE AND ITS IMPACT ON ORGANIZATIONAL EFFECTIVENESS IN ALBANIANBUSINESSESABSTRACTDuring these twenty years of democracy the Albanian managers not only had to attain the required pace to survive local competition but recently they had also to successfully face foreign competition. Free movement of both labor force and capital is increasingly making countries look smaller and markets bigger. Therefore, continuous organizational changes are required as well as successful implementation approaches of modern managerial methods. However, organizational changes in Business Organizations may often occur at inconvenient time, subject to the psychological preparation of employees or VIEW DOCUMENT
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