The paper “ Change Strategies for Disability Employment Services” is an exciting example of a literature review on human resources. In spite of trying hard, the organization will not in any way be able to alter the fact that they have to change in the business environment which is very dynamic. For survival purposes, organizations must change (Mariana, 2002). But it is a great challenge for the organizations to change in their operations (Art, 1997). For them to change they must learn the subtleties of change (Mariana, 2002). Environmental, social, economic factors and business trends are key players in bringing about change (Mariana, 2002).
So as to adjust and adapt to the dynamic environment as well as be highly competitive, organizations should quickly change. The application of resources, tools, and knowledge to leverage the benefits of a change constitutes change management (Art, 1997). According to Nigel (1995) technology development, stakeholder’ s change of needs as well as economic pressures contributes to the global need for organizations to significantly alter their operations. A lot of energy, huge investments, time, and resources are required to affect organizations' changes.
But in some instances, most of the change programs do not meet expectations (Mariana, 2002). Estimates of success levels published are sometimes as low as 10% (Nigel, 1995). Organizations face both external and internal challenges hence the need for establishing change. Mariana (2002), claims that Disability Employment Services is not an exemption on this. Having information on these forces assist in determining the time of implementing these changes in the organization (Mariana, 2002). Initiatives of change can be grouped into the following categories: strategic change– seeing the organization as functional parts including acquisitions, mergers, and consolidations.
The second is a change in leadership while the third is the cultural change that constitutes of programs which focuses on the aspects of human. The human aspects refer to the relationship between employees and managers. The fourth aspect is cost-cutting which requires that nonessential activities and operations be eliminated. The fifth aspect is the process change and it focuses on the way things are done (Art, 1997).
Art Thompson, A. J. Strickland, 1997, Crafting and implementing strategy: text & selected readings, Irwin.
John P. Wilson, 2005, Human resource development: learning & training for individuals & organizations, Kogan Page Publishers.
Mariana Mazzucato, Open University, 2002, Strategy for business: a reader, SAGE.
Nigel Bennett, 1995, Managing professional teachers: middle management in primary and secondary schools, SAGE
Steven McCabe, 2010, Corporate Strategy in Construction: Understanding Today's Theory and Practice, John Wiley and Sons.