Organization Change Activities-Samples for Students Myassignment

Questions: 1.What is Organizational Change? 2.Discuss why it is necessary for Contemporary Organizations to appreciate the scale and scope of the change they are facing. 3.Discuss some reasons why some change programs in Organizations fail, or under-achieve, on the intended goals and then illustrate with a case example. 4.Discuss further reasons why some change programs in Organizations fail, or under-achieve, on the intended goals, and then illustrate with a (different) case example. Answers: 1.The organizational change implies modification and reviewing of certain management structures as well as business processes within an enterprise. It takes place when an organization makes a shift from its current stage to its desired stage. This competitive global environment urges the organizations to embrace viable and practical strategies to grow big and competitive in an effective way. As stated by Diogo, Carvalho Amaral (2015), the organizational change is a framework that implements an alteration and amendment of the business processes, cultural prevalence, business structure and administration within the organization. This transformation in the enterprise is done for the sake of organizational growth and success. It is done to minimize the cost incurred by the organization and process the organizational activities efficiently. In this contemporary business environment, due to globalization and rapid technological change, the enterprises undergo a vivid change to remain pers istence in the foreign competition. According to Nacamulli, Sheldon Della Torre (2017), the change initiatives in the organization had to face resistance from the employees. It is because; they fear something new in the organization, to which they are unfamiliar with. The performance gap and deficiencies within the prevailing managerial structure perceived in the organization also drive towards organizational change 2.In modern times, the contemporary organizations appreciate the scope and scale of change to maintain a balance between the external and internal environment at the enterprise. Baylis, Owens Smith (2017) mentioned that organizations need to escalate clear scope to avoid overlapping between the disciplines and to divide work among the departments. The changes at the workplace help in upgrading and elevating the relationship between the different approaches and techniques of the organization. It also facilitates in enriching the competency levels and skills of the employees in the workplace. Moreover, the scope of appreciating changes at the workplace enhances the increase in understandability among the people. As opined by Clegg, Kornberger Pitsis (2015), changes are appreciated at the organizations as it reduces the conflicts at the workplace and also enable each of the departments to work in a unified way. The confusion at the workplace regarding the distribution of roles and res ponsibilities are also reduced with the organizational change. With the levitation of the scope and scale of change, the operational and management activities of the organization are improved and made competitive in this era of globalization. The change provides a scope to the organization in renewing its structure, direction, and capabilities. 3.In modern times, the organizations are constantly making evolution and pacing towards change making the organizations strategic imperative in nature. As stated by O'Neill Jackson (2016), while the organizations change, certain minute points get ignored and unnoticed, leading to the failure of the enterprises. One of the reasons for failure is the lack of knowledge that created a huge gap among the employees acquaintance and doings. Moreover, the lack of practice and skill among the people has made the change programs in the organization a failure. Along with this, the hidden conflicts at the workplace due to change process in the organization increase the low retention of employees, leading to organizational failure. An example can be given from Nokia, where the organization failed to achieve its intended goals in the contemporary world (Muchokochoko, 2014). The organizational management ignored the importance of knowing the expectation of the customers, assessing the evolution of modern technology. It, therefore, attributed poor working culture and communication gap across the organization. In Nokia, the management failed to understand the talent resource within the organization, leading to its failure. The early issues were ignored, which made Nokia fail in achieving its goals after the implementation of change management. 4.The reason behind the failure of the change program in the organizations is due to the transformation of leadership. As stated by O'Neill Jackson (2016), the characteristics of a good leadership contain high motivation, integrity, honesty, self-confidence, knowledge towards business and cognitive ability. These characteristics are the important traits of a successful leader. With the implementation of transformational leadership, ample time in the organization is spent in discussion of every strategy adopted by the organization. It, therefore, increased the loss of excessive time in the organization, leading to its failure in the organizational goals. An example can be cited from Hewlett-Packard that facilitated changing leadership to transformational from autonomous leadership (Gallagher, 2015). This change was done to improve flexibility in the organization. But, this idea failed as the management was unsuccessful in managing the entire organization and employees. The cross-boun dary operations became weak, and the organization also failed in accelerating the business. Through training and development were provided to the employees, the overall teamwork lost enthusiasm and motivation to work. The dynamic leadership gave rise to needless discussions and long arguments among the employees. It, therefore, led a huge loss of time and energy by the employees, which is deteriorating the performance of HP in attending its intended goals. References Baylis, J., Owens, P. Smith, S. eds., (2017).The globalization of world politics: An introduction to international relations. Oxford University Press. Clegg, S.R., Kornberger, M. Pitsis, T., (2015).Managing and organizations: An introduction to theory and practice. Sage. Diogo, S., Carvalho, T. Amaral, A., (2015). Institutionalism and organizational change. InThe Palgrave International Handbook of Higher Education Policy and Governance(pp. 114-131). Palgrave Macmillan UK. Gallagher, A., (2015). The responsibility to protect ten years on from the world summit: a call to manage expectations.Global Responsibility to Protect,7(3-4), pp.254-274. Muchokochoko, W., (2014). The impact of employee motivation on company Performance; a case study of TM Supermarket. Nacamulli, R., Sheldon, P. Della Torre, E.E., (2017). Meta-Organizations and Upper Echelons: Exploring Strategic and Organizational Change in Employer Associations. O'Neill, C. Jackson, B., (2016), February. Return on Values: Towards a Model for Evaluating Alignment Between Investors and Impact Enterprises. InSocial Innovation and Entrepreneurship Conference: Collaborating for Impact(p. 300).