Assignment On Organizational Behavior 2022

Running head: ORGANIZATIONAL BEHAVIOR
Organizational Behavior
Name of the Student
Name of the University
Author note

ORGANIZATIONAL BEHAVIOR1
Annotated Bibliography
Article 1- Cummings, S., Bridgman, T. and Brown, K.G., 2016. Unfreezing change as
three steps: Rethinking Kurt Lewin’s legacy for change management. Human relations,
69(1), pp.33-60.
As commented by Cummings, Bridgman and Brown (2016), the change management
process can create a positive or negative impact on the productivity of workplace and
employees. While implementing the process of change, the employees need to be involved in
the respective process which will be suitable for improving their morale and there will be less
resistance to change among employees as well. On contrary, the authors have opined that
there can be incorporation of the Kurt Lewin’s Model of Change management wherein the
unfreeze, change and refreeze can be applied which will be suitable for managing the change
process suitably. Furthermore, there are resistance to change among employees as they are
scared related to the job security and it affects their morale in performing the activities. Due
to the same, it affects the productivity of the company negatively and it decreased the
efficiency of the work. From the respective article, it can be concluded that the leaders need
to focus mainly on clearly communicating to the different employees regarding the reasons
for change and the different steps which are required to achieve the same. The proper
planning and communicating are the two key elements which should be implemented which
will be suitable for the successful change management process.
Article 2- Hornstein, H.A., 2015. The integration of project management and
organizational change management is now a necessity. International Journal of Project
Management, 33(2), pp.291-298.
As opined by Hornstein (2015), it can be seen that the organizational change management is
one of the major necessities in the present complex business environment. Due to the same, it

ORGANIZATIONAL BEHAVIOR2
helps in easing the organizational transitions and it helps the different employees to
understand, commit as well as accept the different changes along with embracing them in
current business environment. On the other hand, the author commented that while embracing
the change management process, there can be different difficulties in the process of
implementing the change which can affect the productivity of the employees. The different
employees feel that due to the technological advancement, it can be affecting the job security
and it affects their productivity negatively. From the respective scenario, it can be concluded
that as change management process is suitable for bringing in the changes in the company,
however, there can be different limitations which needs to be solved through planning as it
will be suitable for making them aware regarding the change and it can make the changes
effective. Leading with the culture and engaging the employees are the two key elements
which should be included for managing the process of change management and make it
appropriate for the growth of the companies.
Article 3- May, G. and Stahl, B., 2017. The significance of organizational change
management for sustainable competitiveness in manufacturing: exploring the firm
archetypes. International Journal of Production Research, 55(15), pp.4450-4465.
According to May and Stahl (2017), in managing the successful implementation of change
management process in the companies, there can be different issues which can affect growth
of the company negatively. While implementing the change management aspects and gaining
sustainable competitiveness in the market, it can be seen that the different leaders need to
lead with the culture in which all the different employees can involve in each and every layer
which will be effective for the growth of companies positively. On the contrary, through
incorporation of change management practices in the companies, it can lead to the issues
wherein the employees may not feel that they are being involved in the process and it can
lead to negativity in the process of change management aspects. From the article, it can be