Organisational Change Management

Running Head: MANAGEMENT
0
Organizational behavior
6/24/2019

MANAGEMENT
1
The assignment brings about the discussion on the concept of organisational change
and the related aspects. The concept of organisational change can be defined as the change in
the strategies, processes, and procedures, structure, and culture. In addition, the paper will
describe the reasons for change, resistance, overcoming with the issues, and managing
change. Change plays a vital role in the development of policies, practices, leading to
attainment of goals. The analysis will determine the effect or impact of change on the
working and performance of organisation. Thus, the readers will gain an understanding and
significance of the change management to the success of organisation.
Organisational change management
The aspect of organisational change includes introducing change in the strategies,
processes, or culture leading to positive effect on performance. Organisational change
management (OCM) is determined as the framework designed to manage influence of the
change in practices. Therefore, the approach of change management provides collective
support to the individuals or teams in managing change (Anderson, 2016).
Organisations operate in the dynamic business environment, which requires
businesses to adapt to the change; it is constant. Change occur at both levels i.e. internal and
external levels, in the organisation. Changes or up-gradation in technology, opportunities,
social & political change, market situations are some external factors or causes of change. On
the other hand, internal causes of change consist of changes in the managerial personnel,
task-job design, or change in the organisational culture, performance gaps, mergers &
acquisitions are some of the causes of change (Marshak & Bushe, 2018).
For an example, an organisation can adopt new or better technology to improve their
work processes, thereby increasing efficiency at all the levels. This will assist managers to
introduce and adapt to the changing environment (Smollan, 2015).
During the process of implementing change, managers often face problem of
resistance to the change by employees. Employees or workers may resist to the change due
to a number of factors or reasons. These consist of lack of trust, job-insecurity, poor levels of
communication and low employee engagement in the organisation. For an instance, an
organisation with autocratic leadership or leaders may not practice open flow of
communication, and this may lead to distrust amongst employees (Georgalis et al., 2015).
Managers can effectively deal with the issue of resistance in the organisation, by modifying