Essays on Analysis of Change in Organisation Report

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The paper "Analysis of Change in Organisation " is an outstanding example of a management report.   Managers in organisations hold important positions as they are tasked with providing direction for future operations. They have to consider the complexity and dynamicity of the situation before any decision can be made. These decisions implement actions and strategies that an organisation considers important in influencing efficiency, effectiveness, and sustainability. In undertaking their functions, managers have to deal with various changes that occur on a daily basis. In essence, change is inevitable. As a leader in an organisation, a manager is responsible for the management of change.

Change in simple terms means doing things in a different manner. Fincham and Rhodes (as cited in Reeves & French, 2013, p. 102) asserted that management of change is the provision of direction and leadership in the organisational transformation process- and more particularly in overcoming change resistance and human aspects. This essay outlines and discusses the recent change that occurred in my organisation and ways I would manage it as a leader. It starts by highlighting forces, forms, stages, and types of change in an organisation.

It then incorporates an overview of leadership and management of change. Lastly, it outlines and discusses the change that has occurred in the organization and how to manage it. Changes in organisations are brought about by various forces. Forces for change can be internal and external. Internal forces include employees’ needs, top management changes, and change in organisational size (Sengupta & Bhattacharya, 2006). When an organisation size is increased, it leads to changes in the internal structure and operations become more complex.

Employees change their needs and values from time to time depending on the circumstances forcing the organisations to undertake changes in their policies. Vertical growth opportunities and attractive financial incentives, for example, maybe given by an organisation so as to attract as well as retain the effective employees. Leadership in organisations normally changes which consequently leads to changes in ideas and manner in which an organisation is run (Sengupta & Bhattacharya, 2006). Hence, changes in the structure, systems, and processes are also realised.

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