Essays on Organizational Changes Assignment

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The paper "Organizational Changes" is an impressive example of a Management assignment.   Change, by definition, is a constant and progressive force in an organization. It occurs mainly due to the growth of the company as well as the company’ s need restructure. Changes occur in organizations so as to bring better returns and output and objective realization.   Rothwell & Sullivan (27) shows that most organizations struggle to bring into aspects all the changes into place and in and ensure that the well-put initiatives run smoothly and implemented successfully. The recognition of changes in any organization aims at ensuring that the organizations remain competitive and in the long-run operate according to the well-set rules of the company.

Learning how to manage the changes is a critical aspect. It is a process and a vital key to the achievement of the objective of the change, regardless of what the change fully entails (Van de Ven & Marshall 1377).                       Jabri discussed two main theories of organizational change (5). The discussed theories were developed to help in the better understanding of the process and the stages of changes the organization undergoes.

The first theory is the change within the organization which involves the organizational development theories. These changes accrue due to the numerous reforms that are put in place by the organization’ s management so as to bring the necessary changes into play in the organization. It is, in other words, a stage theory that occurs in various stages or steps as discussed above. The second theory discussed is across the organization theory. This theory discusses the theory of inter-organizational relations. It cuts across the organizations and as such is relevant in creating a culture that harmonizes the various operations that are undertaken in the workplace.                       Changes are a very instrumental part of the organization.

According to Van de Ven & Marshall (1377), the poor management of the changes can lead to drastic failure in the organizational culture. Poor management of change also leads to employees and the entire operation process failure. Most organizations, according to Jabri (6), fail to ask the very vital questions as to what changes are needed in place. They should also know what resources will be required to bring these changes into play and how will the changes be managed to succeed.

The impact of the changes on the employees should equally be examined. These questions once asked and answered successfully, they help in averting the disappointments that come as a result of the poorly managed changes in the organization.

References

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Jabri, Muayyad. Managing organizational change: Process, social construction and dialogue. Palgrave Macmillan, 2012.

Osawa, Juro, & Mozur, Paul. "The Rise of China’s Innovation Machine." The Wall Street Journal (2014).

Pinsof, William M. "Integrative problem-centered therapy." Handbook of Psychotherapy Integration, (2005): 282-402.

Rothwell, William J. & Sullivan, Roland L. eds. Practicing organization development: A guide for consultants. Vol. 27. John Wiley & Sons, 2005.

Rowley, Chris. & Fang Lee, Cooke. The changing face of management in China. London: Rutledge, 2014.

Van de Ven, Andrew H. & Marshall, Scott Poole. "Alternative approaches for studying organizational change." Organization studies 26.9 (2005): 1377-1404.

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