Essays on The Baseline of Organisational Change Assignment

Download full paperFile format: .doc, available for editing

The paper "The Baseline of Organisational Change" is a worthy example of an assignment on management. The modern environment is so dynamic in a myriad of ways, politically, economically, and technologically among several other ways. The dynamic nature of the modern environment makes organizational change inevitable and organizational change management a vital aspect of organizational management. Organizations that do not embrace the fact that change is inevitable and fail to change do so at their own peril. Business organizations that fail to have strategic changes and effective management of the same fail to realize that the contemporary market environment is so competitive and the implementation and management of positive change is one competitive strategy used by modern companies.

Such changes could involve, for example, change of organizational structure to make the organization more effective in handling its day-to-day business activities or the adoption of a new strategy, such as shifting from in-house production to outsourcing of some items such as parts of the main component of a company. The baseline of organizational change is and should be to improve efficiency, which translates to increased revenue.

However, as much as organizational change is aimed at higher organizational efficiency, not everybody will accept the proposed change (Samson and Daft, 2011). In other words, organizational change is often associated with change resistance whose intensity varies with organizations and the change itself. Change resistance often occurs either because of fear of the unknown (uncertainty about the future of the change if implemented), because they fear the change will negatively affect them (such as losing jobs or positions) because they feel the change will be no better than the current situation, because of economic reasons or because they do not understand what the change is all about (Burnes, 2009).

These are some of the reasons behind resistance to change and change management is mainly about overcoming change resistance in the effort to ensure that proposed change is implemented. This brings in the issue of communication, which is a vital part of change management. Researchers have come up with various change management models aimed at enabling change managers to realize this overall goal of change management. This report seeks to develop a change management and communication strategy using change management frameworks already in the literature.

The implementation of this report will see the organization being able to effectively and successfully manage change for the ultimate goal, implementing the proposed change for improved organizational efficiency. Proposed organizational change This report aims at developing a comprehensive strategy for implementing change that involves some changes in the senior management and number of employees. In particular, the change involves changing the organizational structure to eliminate assistant manager positions and instead have team leaders and supervisors to replace all assistant managers.

The quality assurance department will also be integrated and made part of the production department and there will be an increase in the number of employees in the production department to increase the current number from eight to ten.


Burnes, B. (2009). Managing Change: A Strategic Approach to Organisational Dynamics. Prentice Hall.

Conrad, D. (2014). Interprofessional and Intraprofessional Collaboration in the Scholarly Project. In K. Moran., R. Burson. & D. Conrad (Eds.). The Doctor of Nursing Practice Scholarly Project: A Project for Success (pp. 142-159). Burlington, MA: Jones & Bartlett Learning.

Cummings, T. G. & Worley, C. G. (2009). Organizational Development and Change. South-Western Cengage Learning.

Giley, A. (2005). The Manager as Change Leader. Praeger Publishers.

Hanson, S. (2005). Change Management and Organizational Effectiveness for the HR Professional. Cornell HR Review, pp. 1-7.

Public Sector Commission (PSC). (2012). Structural Change Management: A Guide to Assist Agencies to Manage Change. Government of Western Australia.

Sabri, E. H., Gupta, A. P. & Beitler, M. A. (2007). Purchase Order Management Best Practices: Process, Technology, and Change Management. J. Ross Publishing, Inc.

Samson, D. & Daft, R. L. (2011). Management. Cengage Learning.

Savolainen, T. (2013). Change Implementation in Intercultural Context: A Case Study of Creating Readiness to Change. Journal of Global Business Issues, 7(2), 51-58.

Warrilow, S. (n.d). Leading your People through Change Putting it all Together, and Managing the Whole Messy Business. Practitioners’ Masterclass.

Download full paperFile format: .doc, available for editing
Contact Us