DISCUSSING ORGANIZATIONAL CHANGE Lisa Thai HRMT-440 Colorado Technical University 4/18/2018 Business organizations in the industry are always experiencing changes in the business environment. This forces them to change their operations hence in order to coup with the changing business environment (Fletcher, 2004). The technology keeps on advancing hence the need for business enterprises to adopt the use of it in order to boosts its performance in the industry. Organizations that perform well in the industry starts to grow in size hence expanding their operations in the industry. The increase in size of a firm requires it to makes certain changes in its operations in order to incorporate the growth in its operations.
Change happens in a business for many reasons, such as internal and external pressure. A helpful way of thinking about the factors influencing change is to use the PEST acronym. This highlights four of the main influences of the operation of a business.
This is experienced as a result of the desire to maintain status quo. In some organizations, a minor change to the responsibilities of the organizations requires much time and resources (Want, 2006). Change can lead to conflict. Individuals become attached to things they consider as the norm of their workplace. When change occurs the employees have difficulty of letting go of the status qou.
The arguments between the Federalist and Massachusetts Anti-Federalist caused by Federalist paper #84 would have been very difficult to resolve without modifications to the items that were to be included in the Constitution like the Bill of Rights. The Bill of Rights were considered to be relevant and deleterious to the Constitution by Federalist Alexander Hamilton, who stated in the essay Federalist Paper #84 that the Bill of Rights is “...not only unnecessary in the proposed Constitution, but would even be dangerous.” In addition Hamilton pointed out that many natural rights, like the right to redress grievances, were already implied in the body of the Constitution, therefore no further listing was necessary. However, Anti-Federalist counteracted
The agency is constantly interacting with changes that occur in the social, political, economic, and cultural environments outside the agency The theory explains that changes outside the internal system create changes internally. One external factor causing change for the agency was COVID. The world had to adapt to the sudden pandemic and different departments within the agency were able to adapt easier than others due to the pandemic. Due to the pandemic, the Brighton food cupboard had to restrict people from choosing their own groceries and volunteers made pre-portioned bags for people to pick up outside the building. The counseling team was able to do video visits with their clients when people were forced to stay home.
Change, for the most part, refers to any modification to the way things presently are or in other words the status quo. When talking about leadership or more specifically organizational leadership the definition of change is more specific. The step imposed on an organization which requires the organization to respond is looked at as “change.” This response is seen as an adaptation of the leaders as they adapt to the change. As seen in my county, Prince William County Department of Fire and Rescue (P.W.C.D.F.R.), the source of change is both external and internal but the source of adaptation is internal (the leaders).
Indeed, current change models having certain limitation on implementing changes and current models only helpful when the change known and outcomes are expected. But change is an inevitable process we cont suspect when will new problems arises and all technology related changes need an alternative model for implementing change. So, in this paper I am going to explain process of
Fortunately for us, change management is already a well-established field which is guided by evidence and tested principles, most of which focus on the relevance and application of my current leadership and management practice, which without thinking, I use daily. Change management models are concepts that provide an in-depth approach to company changes. Their aim is to guide us to making changes, navigating the transformation process, and ensuring that changes are accepted and put into practice. As stated, I have used such theories and models in changes, I have made within the company I work for, examples are within recruitment and the training of inexperienced staff, restructure and department changes, changes to internal tools we use, monthly progress reports and format changes made using a less complex model. All of which I have found to be effective within my job role, change will rarely be welcomed but by managing it properly can minimise negative reactions by choosing a change management model that functions and points us in the right direction of our desired outcome and onto the path of successful change.
13. How would you rate overall change and creativity in the organization? (Rating = 3) I would rate the organization a 3 for overall creativity and change. I feel that significant change would be needed in 5 areas. The first area of concentration would be to establish an easy to use system of identifying and suggesting prudent change.
Explain the origin or reason for these internal or external driving forces. Explain how these forces directly affect the viability of your organization. The changes occurring in an organization must have a real cause as the change does not just happen. Sources or the drivers of change in an organization are the reasons that explain why the change is always continuous.
We all have goals for our future. Things that we want to accomplish. For me, one of those things is learning how to drive. It would be so cool to drive a car. To an adult it may not seem so special, but to a young teen, it’s one best things imaginable.
There is no best way or one strategy to manage and handle the changes. The fusion of the various approaches can be used in more for various situations, that is why it is the role of leader to find the proper approaches that be singled out into a business strategy. Producing an innovative and modern system through rapid changes can be an appropriate system in the future. Organizations must try to weigh out the level of the changes and stability to gain a greater competitive advantage. Or, it will lead then to change failure,
The post office was experiencing serious economic turmoil and overall poor performance and as a result, the change generators ventured into a process of change management. Change management according to Lewin's Change Management Model states “Change Management is a broad discipline that involves ensuring change is implemented smoothly and with lasting benefits, by considering its wider impact on the organization and people within it. Each change initiative you manage, or encounter will have its own unique set of objectives and activities, all of which must be coordinated.” This model is divided into three (03) phases unfreezing, changing, and freezing. In the case these phases were adapted as Generating change, Implementation and Adoption.
That requires a thorough analysis of the expected benefits in relation to the degree of business change. A change that affects the entire organization would have the potential to increase business revenue substantially. As change grows in cost and complexity, the higher will be the scope of change and, subsequently, different strategies should be introduced. Once the degree of change is determined, a suitable delivery program for the organization should guide all change effort.
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