Essays on Recent Changes in My Organization Coursework

Download full paperFile format: .doc, available for editing

The paper "Recent Changes in My Organization" is a great example of management coursework. Organizational change has been drawn from different perspectives and disciplines so as to come up with the principle in that change does not happen in isolation but rather the impacts are felt in the whole organization or the system around it (Jean, 2009). In order for an organization to manage change effectively and efficiently, there a number of factors to consider first. There is the adoption of a change curve which is a suitable model that describes the organizational and personal processes of change and many others more (Jean, 2009).

Therefore, the role of this paper is to outline and discuss recent changes that are occurring in my organization as well as to explain how I would manage or control these changes given that am a leader in my organization. The organization encountered changes in its organizational processes This is one of the changes that have largely affected my organization both in a positive way and in a negative way. The organizational process is one of the features that facilitate the running of organizational activities (Jean, 2009).

This change in my organisation has affected four areas which include the transformation of inputs and outputs flows, products and services transformation flow, changes to the activities in different departments of the organisation. Organizational process change takes effect the products and service delivery flow (Jean, 2009). A positive change in the flow of products and services under the principles guiding the organization will enhance the organization to achieve its goals and objectives. Therefore this change will lead my organization to become successful in the long run of the business venture (Jean, 2009).

A negative change of the organization will imply that the organization will be operating at a loss hence as a leader stiffer roles to rectify the change will be needed. The flow of inputs and outputs in the organization will also reveal the changes the organization is going through. When the levels of the inputs are high in the organization the likely result is that the organization will experience changes in the levels of the outputs (Jean, 2009). The organisation has employed new employees hence increasing the levels of output for the organization.

In spite of the duration it may take for the change to be effective in the organization it will either be in small or large quantity (Jean, 2009). The organization has therefore undergone through changes in the organizational processes which are either positive or negative (Jean, 2009). The positive impacts attributed to by the changes will contribute to the company achieving its aims while the negative impacts will be a setback for the organization to achieve organizational goals and objectives. Changes in organizational functions This is another change that the organization is encountering while managing its daily activities.

Organizational functions are the set and standardized rules and regulations that employees and members are to follow on to meet the objectives of the organization (Sutanto, 2009). Organizational functions are undergoing changes every now and then since they are reviewed to offer efficient and effectiveness of organizational processes. The functional change can include the change in the organization structure from vertical to horizontal structure or the vice versa depending on the command line (Sutanto, 2009).

Horizontal and vertical structures are used to enhance communication ether between the same level ranked managerial employees or high and low employees in the organization. These changes are effectively undergoing in the organization as junior members are being promoted in the organization. This serves as a change in the organizational function where changes occur in horizontal and vertical structures (Sutanto, 2009).


Baker, C. And Coy, R., (2005). Understanding influence for leaders at levels. McGraw hill publishers: NorthRyde, Australia.

Chrusciel, D., (2008). What motivates the strategic change in leaders? Journal of organizational change management, 2(2), 148-160.

Doz, Y. L., and Konsonen, M., (2007). The new deal at the top. Harvard business review, vol. 3, no. 5, pp. 23-37.

Esther, C., and Mike, G., (2009). Making sense of change management: a complete guide to the models, tools and techniques of organizational change. Kogan page, London: Philadelphia.

Ford, J. D., and Ford, L. W., (2009). Decoding resistance to change. Harvard business review, 87(4), 99-103.

Jean, H. M., Kelly, D. And Albert, J. M., (2009). Understanding organizational change. Routledge publisher, New York: N.Y.

Jeffrey, P. M., Craig, H. B., and William, S. D., (2011). Social program innovation and dissemination: a study of organizational change processes. Journal of Policy study review, 6(2), 65-98.

Robert, K. And Roberta, L., (2008). IT and organizational change in a digital economies: a sociotechnical approach. Understanding the digital economy, 4(1), 47-61.

Samuel, D. E., (2011). Research in organizational change and development. Journal of strategic management, 19(4), 121-142.

Smollan, R. K., (2010). Organizational change: technological and globalization phase. Journal of management development, 6(2), 76-101.

Sutanto, J. Tay, J. And Raman, K., (2009). Change management in the inter-organizational systems for the public. Journal of management information systems, 25, 133-175.

Vlachos, I., (2008). The effect of human resources practices on organizational performance: evidence from Greece. The international journal of human resource management, vol. 19(1), 74-97.

Download full paperFile format: .doc, available for editing
Contact Us