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

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 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

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 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 stated by Kurt Lewin (Schein, 1999). Disconfirmation, cognitive redefinition, and induction of survival anxiety are three processes associated with unfreezing (Schein, 1999). When dissatisfaction occurs it signals change is needed resulting in disconfirmation (Schein, 1999). The feelings, attitudes, and values associated with learning to use the new securement devices and changing the current securement techiniques 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 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 VIEW DOCUMENT
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Organizational Change Management Essay

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 Essay

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-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, 2009��IntroductionOrganizational 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 VIEW DOCUMENT
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Downsizing in Organizational Change

2391 words - 10 pages most often done by top-down directives, and almost always implemented across-the-board since the goal is to reduce headcount numbers quickly. The disadvantages of this method are its difficulty to predict who will be eliminated and who will remain, and its impossibility to determine what knowledge and skills will be lost to the organization. The advantages are that it provides immediate reduction, motivates cost savings, and creates readiness in the organization for further change (Cameron, 1994).Organizational RedesignThis approach aims at cutting out work in addition to or in place of eliminating workers. Strategies include eliminating functions, hierarchical levels, divisions 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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Managing Organizational Change

1015 words - 4 pages open door policy which enables the employees to 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 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. VIEW DOCUMENT
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FedEx: Organizational Change

960 words - 4 pages FedEx: Organizational ChangeFedEx Corporation, one of the world's leading courier and express logistics companies based in Memphis, was founded in 1973 by Fred Smith and started its European operations in 1984. The company operates in 211 countries around the world and is divided into seven business units: FedEx Corporation, FedEx Express, FedEx Ground, FedEx Freight, and FedEx Customs.Express is the reliable express delivery that delivers in 1-2 business days in 211 countries. Ground is what we are the most familiar with, specializing in door to door delivery. The trade 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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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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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 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 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 VIEW DOCUMENT
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Organizational Change- Traditional to Transformed

1571 words - 6 pages exist that 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 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 VIEW DOCUMENT
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Organizational Change Plan - Part 2

2085 words - 8 pages has become a big business. Research has shown that there has only been a small portion of Medicare's budget being used for such a service, with expenditures increasing at a rate of approximately 20% per year, from $3.5 billion in 1989 to $19 billion by 1998 (Taler, 1998). There have been hundreds of studies performed and reported showing an incomplete distribution of various models of home health care. Dispite these findings, recent research has demonstrated clearly the effectiveness of several types of home care models with data spefically related to home based physician care which Compassionate Hearts Home Health Care will use to implement this organizational change. 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 organizational change efforts involved a combination of more than one type of change.This result indicates that most manufacturing organizations are now facing severe business competition for survival. Efforts are being focused on market development or sales development in order to grow or maintain survival of their business. As market competition is now basically customer-driven and price-driven, it is imperative for organizations to make changes involving system and work processes, such as total quality management (TQM) and business process reengineering (BPR), and adding new computer systems, such as Enterprise Resources Planning (ERP), in order to improve productivity and challenge VIEW DOCUMENT
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Leadership and Organizational Change Concepts Worksheet

4152 words - 17 pages ). Another theory of leadership identified includes the Situational leadership model which refers to the fact that leaders view the "readiness" of the organization in determining their guidance or decision-making (McShane & Von Glinow, 2004, p. 425). Additionally, McShane & Von Glinow discusses Fiedler's Contingency Model which states that, "Leader effectiveness depends on whether the person's natural leadership style is appropriately matched to the situation," (2004, p.426).Critical success factors for organizational changeThe prior Executive Vice President (VP) of Marketing and Sales for Intersect Investment did not have the desire to lead a change within the organization in an VIEW DOCUMENT
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What's in a name? Approaching organizational change

3142 words - 13 pages 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 compartmentalized, finite and tightly proscribed.In one organization where I served as an internal consultant, a reengineering effort was presented to the organization via a grand announcement followed by the implementation of a comprehensive training plan for a significant percentage of the workforce. People came to the training (they were strongly encouraged to do so) wanting to learn more 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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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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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 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 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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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 VIEW DOCUMENT
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Evaluating Change and Management of Organizational Change at A&B Smart Industries

1338 words - 5 pages Introduction In today’s fast growing global business environment, change is needed to keep up with competition, for innovation of products and services, for meeting global needs in business. The Group choose A&B smart industries to discuss and evaluate change and issues and most importantly management of organizational change. Research Objective: -To identify the issue of organizational change -How OCM strategy will facilitate the company -Appropriate recommendation on how management could improve their response to the opportunities and threats associated with organizational change. Company Background: A&B smart industries established in VIEW DOCUMENT
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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 useful approach can be to consider an issue from a number of different theoretical points of view before determining the most effective intervention. Leadership has been conceived of in a multitude of different ways varying from Great man theory VIEW DOCUMENT
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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 roadmap for helping individuals change; whereas, Gladwell’s book is a collection of his previously published articles. This makes Gladwell’s book somewhat disjointed in its flow. But what really sets the two books apart is how Gladwell does a great job VIEW DOCUMENT
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Options for Implementing a Leadership Change Organizational Leadership 531 UOP MBA Program

1447 words - 6 pages Organizational LeadershipUniversity of Phoenix - OnlineLDR 531IntroductionIn any organization, changing leadership can create more shifts and deeper changes within the company's walls. Usually, a new change in leadership comes at a time when the organization needs a new vision, or plan in its operating systems. Going through any type of leadership change can create tension among the employees and make them also feel unsure and threatened with their job security and their position. Communication is key during these times of change, but many leaders do not take think about, or take into consideration how important relaying information about the change within the organization is VIEW DOCUMENT
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Managing Organizational Culture for Change

692 words - 3 pages 1) Culture at CMC:Organizational Culture is defined as a pattern of shared basic assumptions that the group learned as it solved its problems of external adaptation and internal integration, that has worked well enough to be considered valid and, therefore, to be taught to every members coming in the organization. In other words, it refers to a system of shared meaning held by the members that distinguishes the organization from other organizations.CMC's philosophy is to be committed to the users. They believe to work on projects and take up tasks that would have a significant VIEW DOCUMENT
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Organizational Change At Xe Services

1054 words - 4 pages With time change is inevitable, but sometimes it must be forced ahead of a given schedule, either way it will not be without drawbacks and consequences. As well the attracting and developing, of a quality workforce, with qualified personnel that are the right fit for a particular job and organization should be considered a must. All of this is a monumental task for any given organization, where the most competent, diverse, and skilled of managers may have problems with accomplishing this function; even with the help of a human resources department this task may be no easier. This paper will attempt to explain changes needed in the organization Xe Services (pronounced like the letter Z). As VIEW DOCUMENT
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Critically analyze the role of senior managers as barriers to organizational change and explore how this can be addressed

2948 words - 12 pages Critically analyze the role of senior managers as barriers to organizational change and explore how this can be addressed.The purpose of this essay is to critically address the role of senior managers as barriers to organizational change and explore how this can be deal with. In the first part of the essay the organizational change, organizational behavior and organizational culture will be defined and then the responsibilities of senior managers in the organization will be explained. The paper will then go on to look at the roles of senior managers that VIEW DOCUMENT
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Organizational Development and Change - Creating a Business

5455 words - 22 pages 10Sales maxim, page 11Competition, page 11Advertising and public relations, page 11The Management PlanQCS Management plan, page 12Organizational chart, page 12Operating procedures, page 13Duty positions and job descriptions, page 13-16Employee salaries, page 16Employee benefits, page17Vacations, page 18Holidays, page 18The Financial Management PlanStart-up Budget, page 19Operating Budget, page 19Income projection statement, 1st six months, page 20Income projection statement, 2nd six months, page 21Sales projections for 2001-2003, page 22Profit projections for VIEW DOCUMENT
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Consider and discuss the following statement: "In any organizational change it is inevitable that there will be 'winners' and 'losers'; conflict between individuals and groups is only to be expected."

2957 words - 12 pages Today's organizations become more complex, ambiguous and more unpredictable, it is experiencing extraordinary change and transformation in all sectors. Change has therefore become a way of life the world over. The companies need to be susceptible and ready to acknowledge the challenges that change presents with and try to overcome these for the benefit of the company as a whole. However, is it inevitable that there will be 'winners' or 'losers' in any organizational change, conflict between individuals and groups is only to be expected? To answer this question, firstly this essay will talk about some key concepts and theories that relate to organizational change, it will help us to VIEW DOCUMENT