The paper "Implementation of Individual Organisational Change" is an outstanding example of business coursework. Organizational change refers to a systematic and structured approach in an organization that ensures smooth and successful development and implementation of change to attain organizational goals and objectives (Robey et al) 2002). The constant development of technology and globalization necessitates the need for growth and development in an organization. The organization, therefore, must adopt and adapt to changes in the business environment to fit with the modern growth in technology. Organizations, therefore, must adapt individual changes to ensure competitive advantage and profitability. Organizational changes can be prompted by the entry of a new competitor into the market.
It causes a change in the organization so that new strategies are adapted to maintain a competitive advantage. The changes may be new strategies of marketing and promoting a product to meet a competitive advantage. The changes must meet the customer needs and add value for their money. Customer needs to have a preference for a product form an organization in relation to other organization (Grimshaw et al 2004). Consequently, organizations must admit new changes that add value to a product to increase competition and productivity. The need to innovate and develop in technology helps to promote profitability and competitive advantage.
An organization benefits by implementing technological changes. Improving technology increases efficiency and makes work easier and faster in an organization. Technology also helps in marketing and promotions of products. For example, the adaptation of online booking of hotels in hotel website for tickets has resulted in promotion and marketing and promotion of hotels in addition to increased efficiency. As a result, hotels that have adopted the new technology gain a competitive advantage and competitive. Aladwani (2001) stated that the desire for growth in an organization also prompts a change in an organization to ensure competitive advantage and profitability.
Organizations that want to attain growth and development needs to change their manner of operations. For example, an organization that is performing poorly can change its name as a strategic plan to improve its competitive advantage and profitability. Is change therefore important in an organization? Causes of failure in organizational change Managing employees by fear as observed by Bourne (2002), is a cause of failure in organizational change.
It causes reduced competitive advantage. This is because employees fail to add value in production as they are fearful and more focused to short term performance rather than long term organizational success this causes employee turnover which in turn causes failure of organizational change. An educational institution that keeps threatening its lecturers or teachers that they will suck them if they don’ t give results instills fear into the employees. These kinds of employees may not be able to effect change in the organization as they are fearful and threatened to even experiment or implement new changes.
High rates of employee turnover, therefore, cause the failure of implementation of organizational changes. This, in turn, leads to a decline in competitive advantage and productivity. Organizations’ with high staff turnover an organization never obtains its full potential. High employee turnover reduces chances to develop well-built relationships, trust, and expertise (Bourne 2002). Consequently, newly employed employees contribute little since they are getting acquitted with the organization. This means that the organizational team is not fully effective.
Thus, it reduces productivity and competitive advantage in the organization. A good example is a modern hotel that has adapted the use of computer technology and keeps changing its employees. Such an organization keeps training and retraining the new employees thus, never implementing any other changes. The new employees will have to first and constantly adapt to the organization before being introduced to new changes. Employee turnover thus; promotes a regular change of talented employees thereby reducing efficiency resulting in low competitive advantage and productivity.
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