Essays on Managing Successful Organizational Change Literature review

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The paper “ Managing Successful Organizational Change”   is an engrossing example of the literature review on management. This review candidly examines the empirical and theoretical literature on organizational change for the period 2000 to 2011. The research themes which will be discussed in this review include the change management skills. The literature review will determine what skills an individual change leader would require to enable that changing leader to take part in change management programs in different contexts and develop new ways of approaching organizational change. In addition, the review will identify skills that directly transfer across those contexts and also identify skills that are required – if any- but are not evident in the literature.

A viable conclusion will also be offered and it will focus on general observations. As pointed out by Stewart (2003) organizational change is the adjustment that is done to an organization’ s culture, structure, technology, environment, or people. Organizational change is usually stimulated mainly by an external force such as reduced market opportunities, significant cuts in funding as well as huge increases in the services. According to Filicetti (2007), for organizations to evolve to different levels in their life cycle, they typically need to undertake strategic or structural and technical shifts in the organization.

Organizations are rapidly changing as a result of the dealings that affect their status quo for instance organizational restructuring, process improvements, as well as the introduction of new skills and machinery. However, despite organizations recognizing that change is required, acquiring the management or leadership skills that are important to attaining the desired goals has proved to be difficult. Moreover, organizational change does not just occur.

It requires that the organization has an initiative that has a direction, very clear goals, good leadership as well as an effective and timely communication that informs the stakeholders the reason for the change, the benefits to be accrued from successful implementation and a detailed report for the change (McKinsey & Company, 2006).


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