Do You Know All 5 Types of Organizational Change?

Running Head: MANAGERIAL ORGANISATIONAL CHANGE
Managerial Organisational Change
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Introduction
Changes frequently occur depending on time and the environment. This brings a new
dimension to human life. Organizational change is a must because of the time required. It is a
well-known fact that the environment helps a person to survive and become stable. Changes
can be made in any unit that affects the entire organization. Because human factors drive
organizational success or failure, the result of these changes is that organizations depend on
their culture, environment, structure, and technology.
This change can affect the external environment, e.g., economic, technical, physical
and social aspects of the organization (Walker 2014). Therefire, it can be said that
organizational change can directly influence the working environment in every organization.
Organizational change is an important feature of most organizations. Organizations must
develop adaptation to change; otherwise, they will be left behind or carried away by the
power of change. Organizational change is inevitable in advanced cultures (Burke 2017).
Modern organizations are very dynamic, diverse, and adaptable to many changes. This essay
aims that the elements of effective change management and the implementation and
implication of organizational change. This essays shows how Walt Disney experiences the
change management when Robert Iger Appointed as a CEO of the company. The Walt
Disney Company was founded in 1923 and has made significant changes in leadership,
strength, motivation, group communication and culture over the years.
Elements of Effective Change Management
Companies are usually faced with the choice of adapting or dying. In most of the cases,
the companies avoid the critical elements of change management, as its impact employee
dissatisfaction, improper management, increasing cost and others issues get increased. (Hayes
2018). As a rule, results has got declined after almost one or two months, when managers

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change back to their regular activities. After this situation the employees lose their
motivation. OnPoint calls this phenomenon “commitment dip.” There are some key elements
for effective change management:
 Restructuring the business case: In order to bring the organizational change,
restructuring the business model is important. This can help keep executives and
employees shopping, so there is a stronger incentive to implement change initially.
Through the organizational restructuring process, individuals are being informed
regarding the significant benefits of the change initiatives, which can bring the
operational gap in the workplace. While businesses are needed for change, many
organizations forget that maintaining momentum for change in organizations and
preventing a decline in engagement is equally important.
 Change through organizational coordination: Sometimes, companies can make many
changes in a short time, with several departments or teams making different changes
at the same time. While introducing the new changes in the organization, acceptance
related issue can get aroused in the workplace. As an example it can be said that,
every business units are allowed to suggest their own strategies and they have been
given the opportunity to take a stand for their strategies. However, because many
changes are made in an organization, this can cause confusion about priorities and
resource use if the implementation of all changes introduced at the same time needs to
be supported. Changes are being introduced by understanding the priorities of
individuals for understanding if the changes will be beneficial or not.
 Allocation of sufficient resources: In most of the cases the organizations face the
failure while estimating the resources that is needed for bringing changes in the
workplace. As its result, organizations abandon changes on "autopilot" and the
change is being treated as "commit and forget" initiative instead of something, which

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can be reviewed continuously as the consequences of change circumstances. Before
making any change related decisions, the assumptions needs to be developed based on
the areas where change is necessary. These assumptions must be based on what was
known at the outset - and no one has perfect knowledge or ability to see the future.
This creates an unexpected problem. As a result, many organizations find that initial
resources for change initiatives are no longer sufficient. Active monitoring of the
progress of change initiatives and allocation of resources to deal with interruptions
can help simplify the process of adopting change.
 It is important to be aware of the deadlines and they should be realistic: It is true that
in every cases the change seems to be important. As a result, one of the most common
problems for companies with change initiatives is that their change plans are too
aggressive. Either the changes are too broad, or there are not enough resources to
make the changes within the time allowed. Overly optimistic deadlines can cause
employees and managers at all levels to release initiative if they find that deadlines
are practically unfulfilled. In addition, unrealistic schedules can result in insufficient
resource allocation. This can frustrate the initiative before gaining momentum.
Meeting realistic deadlines for milestones helps team members better assess their
ability to change. In addition, this can help ensure that employees are not
overwhelmed when they try to distribute change management to their normal tasks by
spreading those tasks over a long period.
 Not only the goals but also behaviour can be considered as important element that is
needed for implementing changes. Over time, employees (and even executives) can
rethink their commitment to change and return to old behaviours and habits because
they are "easier." As a result, inconsistent behaviour can occur throughout the
company. Communicating the purpose of change alone is not enough to bind yourself