AbstractThis report explored extant literature to detail the dynamics of organizational change and transformation management. Change methodology is greatly influenced by organization’s configuration, therefore understanding of an organization’s structure is important in that it defines controls, directs communication flows, outlines people’s roles and shapes the manner in which resources are to be utilized. A case scenario: Mitsubishi Corporation was selected owing to the wide diversification it has adopted and organizational configuration endowed with capacity to coordinate its different operations across the globe. The organizational configuration of the Mitsubishi Corporation is relatively complex owing to its wide diversification of activities in the global markets.
The open space methodology employs a strategy that involves a group of people in the deliberation of proposed change initiative, in which they practice open communication and exchange of ideas. Through the ideals of the open space concept: conferences and workshops, stakeholders from the Mitsubishi Corporation can exchange ideas, identify goals and actions, potential problems and outline the best methods for resolving them in order to contribute to the achievement of the groups’ shared vision. Organizational Change MethodologiesIntroductionIn the increasingly complex and sophisticated corporate realm, business enterprises prevail in diverse shapes or structures, sizes, organizational cultures and transformation needs.
This is to imply that for change need to be adequately managed, the choice of the transformational approach and method is pivotal, and no particular concept is conventionally suitable for the dynamic business world. It is thus imperative that the selection of methodology in organizational change has critical implications on the change implementation process and the intended outcomes. Change methodology is greatly influenced by organization’s configuration which determines various important aspects of change.
Understanding of an organization’s configuration or structure is important because it defines controls, directs communication flows, outlines people’s roles and shapes the manner in which resources are to be utilized (Kenton & Penn 2011). In this case, the choice of change methodology must fit into the organizational configuration in order for the change initiative to be successful. The choice of method in any organizational change initiative requires consideration of organizational objectives under every organizational structure level and the interplay between organizational strategies and the specific configuration. Problem OverviewThe competition precipitated by the globalization dynamics puts businesses across the world in very different environment than never before.
The contemporary corporate environment is increasingly characterized by continual change needs especially those inculcated by the fast technological evolutions and adaptability of entities. Despite being different for all companies, the change need is universally very fast and bears diverse opportunities for entities to optimize their incomes while at the same time presenting them with unprecedented operational risks. Although change is common across the corporate world, it is not restricted to micro-organizations only and it presents varying opportunities and challenges for businesses of all configurations and sizes.
Organizations: companies, government departments, are fast changing, which connotes the inevitable task for managers to customize the change methodologies to initiate fitting methods for sustained change management.