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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 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.The first Internet article reviewed was titled "Planned Organizational Change as Cultural Revolution" (Izumi and Taylor. n.d.). This article was particularly interesting because of the broad statement provided indicating that organizational schemes often fail because of poor reception by those involved. The article states:Organizational schemes "gang aft a-gley" during the implementation stage because the corporate culture does not change enough to allow the new ideas, procedures, and structures to take hold. There may not be the "cultural buy-in" necessary to sustain the current change effort. If planned change is to be successful, it must include, as an integral and critical part of the change process, the seeds of the new values, beliefs, and attitudes the organization is trying to grow. Unfortunately, change programs are often set up to fail because the change methods only perpetuate the old way of doing things.This statement rings particularly true for this author. Over the past 20 years in business I have witnessed many organizational changes that have failed miserably. Businesses seem to want a change, for different reasons, but do not know how to properly implement these changes.Improper implementation of a sound plan, not enough organizational commitment, and organizational politics, as indicated in the article, seem to provide some of the most common reasons for failure related to organizational change. Businesses will sometimes have a valid plan to change an organization, but neglect the final stages of implementation. This lack of follow-up invalidates the entire effort. Politics also play a significant role in most organizational change failures. Many businesses have allowed small unofficial organizations to form within organizations; this creates internal "kingdoms" which prove fatal to organizational change.A strong belief in the importance of a proper structure, as told by the article, often causes change factors to focus on the organization instead or processes. The effects of this type of change produce a structural change instead of a process...

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