Managing Organizational Change

Running head: MANAGING ORGANIZATIONAL CHANGE
MANAGING ORGANIZATIONAL CHANGE
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MANAGING ORGANIZATIONAL CHANGE1
1. Types and forms of Organizational Change
The resistance to organizational change that would probably be encountered are
resistance to the new process, resistance to diversity, reluctance to learn newer skills and
resistance to the layoff process. It is evident that the new process would be initially at least more
difficult for the employees that were used to the same processes. The cross functional teams
would be diverse. Hence, people might not be comfortable to work with people of different
specializations. Individually, people might already face challenges with the older skills they have
acquired and do not want to acquire any new skills. As 30% layoff would occur workers would
not be happy as they would be losing their jobs (Jones 2013).
Firstly, it becomes very important to behave positively with the people that are to be
terminated. The employees should be handed out experience certificates. They should be made
clear that their termination were absolutely necessary for the survival of the organization. The
employees should also be provided reference to other organizations if possible. Secondly, the
new employees should be communicated with effectively in regards to their functional roles that
would be from then onwards in the organization. Special training would need to be incorporated
to make them more skilled at handling newer responsibilities.
2. Organizational Transformation
Cisco in the last 10 years has grown to now acquire a market cap of 154 billion US
dollars. The company has been able to greatly diversify its product offerings as a result of the
organic management control that was established. Cisco was able to greatly improve their
product offerings as a result of the various systems that they were able to utilize. This included
network equipment, unified computing, data center switching and computing services. They have