Unseen Consequences In Organizational Change Essay

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 reorganization left the trust and customer relationships in shambles. This paper will briefly described the reasons for change, players associated with the change, leadership strategies, results, and lessons learned. The reason for change to the organization was to increase autonomy and subjectivity of the inspections.
The reorganization focused on autonomy of the team and subjectivity of inspection results. Removing the team from the direct chain of command of the inspected units allows each team member autonomy to dig deep into the administrative programs. However, the change did not consider how relationships would negatively influence the mission of command Zulu. Specifically, the customers (e.g. inspected units) relied heavily on our assistance in preparing and monitoring their day-to-day performance for self-assessment. The reorganization meant that anytime command Zulu visits and subordinate unit inspectors must generate and submit a formal report to the chain of command. There are no free looks and inspected units felt betrayed by the change in past business practices. A misunderstanding of command Zulu’s primary mission and the requirements after the reorganization results in a feeling of betrayal since this was not communicated to all stakeholders. Regardless, leadership did not develop an effective plan to implement the change nor was there any strategy for the implementation and follow-up.
The strategy for change implementation was haphazard and not well thought-out. A plan for change did not exist nor did it include any of the recommendations that Spector (2012) discussed as effective tools for managing organizational change. Specifically, none of the elements of Kurt Lewin’s three stages of change implementation that Spector discussed as unfreezing, moving, and refreezing organizational norms were directed. Instead, Command Zulu reorganized without fully explaining the reasons to the customers (e.g. inspected units). The lack of understanding resulted in negative relationships for at least a year. Leadership never considered associated risk without a plan for change and what Bruch, Gerber, and Maier (2005) explained as creating a haphazard or improvised plan and failing to determine whether the organization needs...

Find Another Essay On Unseen Consequences in Organizational Change

What's in a name? Approaching organizational change

3142 words - 13 pages 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 culture. Commodified change is always in some way

Physical, Psychological, and Organizational Consequences of Bullying Among Nurses in the United States and Australia

2571 words - 11 pages literature in Australia and the US appear to agree on the psychological and physical consequences to the victim however, there are more studies done in Australia to help dissect and illuminate the bullying issue in nursing. Australia seems to be taking a more proactive approach to the issue. Organizational Consequences It is projected that by the year 2020, the United States will be in need of 800,000 nurses (Weaver, 2013). The nursing shortage

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

Turbulence And Organizational Change: Praful Rastogi's Experience In TCCL

1636 words - 7 pages 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. They take its challenges as sources of enormous energy to drive them forward -- yet they cut their own path.Some organizations fall apart in the face of change. They seemed well organized -- vigorous

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

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


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

Impacts of Global Climate Change on Temperature and Precipitation Patterns in the Midwest and the Consequences for Soils

1859 words - 7 pages Impacts of Global Climate Change on Temperature and Precipitation Patterns in the Midwest and the Consequences for Soils Introduction During the last century, human activities in agriculture, industry and technology have brought about a change in the chemical composition of the atmosphere. This change so far has not had a noticeable or discernible effect on world climate, but if these same activities continue, global climate change will

A Comprehensive Discussion on the Similarities of Change as discussed in The Heart of Change and Organizational Behavior and Management

2201 words - 9 pages field, where all competitors around the globe have equal opportunity to compete,” in a global market that historically and geographical has been impossible several decades ago (Ref #1). In light of this, the authors of “The Heart of Change”, John Kotter and David Cohen (2002) and “Organizational Behavior and Management” textbook by Ivancevich, Konopaske, and Matteson, (2011) authored respective books on implementing effective change in an

How can the role of leadership be best understood in organizational change

1593 words - 6 pages The role of leadership can best be understood in organizational change as a multi-dimensional phenomenon. Depending on the conceptualisation of organizational change you adopt, the leader’s role could be perceived to be a variety of things, from that of an initiator/visionary, the influencer of culture, a trigger for follower organizational identification, someone who redefines resistance, or a sense maker who introduces new discourses. The most

Significance of Organizational Change in Robbins' Awaken the Giant Within and Gladwell's What the Dog Saw

914 words - 4 pages I’ve been reading two books during the past couple of weeks, “Awaken the Giant Within” by Tony Robbins and “What the Dog Saw” by Malcolm Gladwell. Whenever I read a book, I read it with an eye towards lessons or insight I can use in organizational change. Robbins’ book is full of insight; Gladwell’s has its moments. These disparities of insight stem from the difference in construction and intent of the two books. Robbins wrote his book as a

Similar Essays

Downsizing In Organizational Change Essay

2391 words - 10 pages 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). After the initial shock and surprise of the encounter stage sinks in, employees enter the adjustment stage where a new set of priorities emerge. Adjustments must be made with regard to one's work

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

Resistance To Organizational Change In Business

2685 words - 11 pages 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 different things, and strategic renewal comes in different forms. Organizational change includes such concepts as first-order; incremental, continuous change and second-order, transformational

Understanding Individual Resistance In Organizational Change

3041 words - 13 pages argued that anything in an individual's environment which poses a threat to their security could be potential source of resistance. In line with this 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