Assignment Title:

Change Is Required For

Organizational

Growth

Assignment Date:

June 18, 2011

Subject:

Organizational

Development

Faculty:

Farrukh Mian

Prepared By :

Kausar Perveen

Regd # 1552-410034

 

Today, teams and organizations face rapid change like never before. Globalization has

increased the markets and opportunities for more growth and revenue. However,

increasingly diverse markets have a wide variety of needs and expectations that must beunderstood if they are to become strong customers and collaborators.

Organizational change is the term used to describe the transformation process that a

company goes through in response to a strategic reorientation, restructure, change in

management, merger or acquisition or the development of new goals and objectives for the company.

Organizational change is not just change for the sake of change itself. The major 

 precursor for organizational change is some form of exogenous force such as an external

event. Cuts in a companies funding, the streamline of operations due to a merger arecommon examples of the magnitude of an event that creates organizational change and

development. Companies that are nearing the end of the product life cycle make

organizational changes in response to exiting a market or reorienting resources to new or existing business operations.

The challenges encountered by organizational change have a ripple effect on the entire

organization. When the business units that comprise a company are fully integrated, a

change or restructure in one can have a profound domino effect on another. Trying toincrease productivity whilst experiencing a reduction in resources is a prime example of 

how shortfalls can create stress for company employees. Effectively managing this

 process is an art that has created a new area of expertise that has become known aschange management.

Change is brought about by internal and external factors. The desired change in any

organization cannot be brought about without implementing organizational change

strategies. The whole process requires evaluating, planning, implementing, benchmarkingand monitoring the goals and objectives of the organization. To bring about the desired

changes a strong, confident and motivated leader is required. In this fast paced world

where each and every company struggles to survive and grow amidst cut throatcompetition, the leader must be able to extend vision and unify the organization.

Organizational change can impact the psychological, emotional and physical states of 

company’s employees. Many people experience comfort zones and develop barriers

during their daily lives. A change in company operations can challenge and stress peoplesvalues and central core beliefs. Dealing with behavioral and cultural changes is part of 

the organizational change process and an important consideration for change

management professionals. Adopting new company procedures and practices can requirethe development of new education programs to assist with aligning people to new

company operations.

Companies that are going through extensive organizational changes employ the services

of highly specialized personnel who can assist with the integration process. Personnelwho operate in this area are adept at translating a companies vision, communicating,

 

integrating and re-educating individuals to align with the new goals and objectives of the

company. This can include advising management where rigid operational structures need

to be adapted to better serve the needs of the companies and employees alike.

Change management is evolving as the business landscape changes in response to

changing customer preferences, developments, tastes and new and improved processes

and technologies.

Whenever a change in an organization is mandated, unless a proper evaluation, planningand implementation framework is adopted, companies can experience a backlash from

workers who resist the change. That's why organizational change management is so

important. In the day to day operations of company business, leaders are used to

operating in environments where the strategic goals were established long ago andworkers are familiar with existing job requirements and expectations. When internal or 

external factors from a change in the business landscape or competitive pressures force a

change in a companies core objectives, existing business processes get redefined and thiscan adversely impact workers if not managed appropriately.

Organizational change management processes and planning recognizes that a change in

one input can result in a different output. The evaluation and planning that goes into

organizational change management seeks to anticipate the likely effect on companyresources and labor. By correctly identifying the end effects change management experts

can advise company management how best to deal with this process.

Change management experts draw on behavioral models and often have a good

understanding of human cognitive behavior. This includes dealing with fear, insecurity,anxiety and uncertainty. They attempt to inject this understanding into the organizational

decision making process to help companies minimize resistance and maximize the switch

over to the new core objectives.

The businesses of today often have shortened product life cycles and change is a regular 

and consistent requirement to maintain competitive market presence. Structural changes,

  process changes, the introduction of new and disruptive technologies can have a

significant impact on a companies operation. The modern requirement of most businessentities is to have leaders who can not only forge the vision of a company but also adapt

and help facilitate the change process. A good working knowledge of organizational

change management affords managers the necessary insight to anticipate and guidecompanies through the change process.