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Assignment Organizational Change Management

   

Added on  2019-11-14

17 Pages4428 Words264 Views
Running head: ORGANIZATIONAL CHANGE MANAGEMENT Organizational Change ManagementName of the StudentStudent ID:Name of UniversityAuthor Note

2ORGANIZATIONAL CHANGE MANAGEMENT1)Identify the two, different, theoretical perspectives (ontologies or world-views) usedin this subject, which underpin how we understand organizational change, andexplain and critically discuss their key ideas and features, drawing from the topicmaterials (overview, textbook, the required academic readings) provided and fromyour wider reading. Go on to write two different definitions of organizationalchange, one based upon the first theoretical perspective (ontology) discussed above,and the second based on the other theoretical perspective (ontology) discussedabove. Briefly explain the link between each definition and its underlying theoreticalperspective. Answer: Organizational change is the consistent part of the culture of an organization- may it bebusiness or academic or political one. The purpose of the organizational change in most of thecases pertains to the achievement of competitive advantage is a market. Change theories andmodels are first interpreted, then incorporated and then implemented in an organization thatassociates more than basic innovative processes[ CITATION Mor13 \l 1033 ]. Since change isoperated at almost all the layers of an organization, it imposes an important component throughthe organizational leadership quality. There are different change management models andtheories that encompass specific shift from the existing operations to the proposed one. The aimof every organization is to confirm the acceptance of the changes by the employees so as to findout the basic concept in terms of creating the effort for the basic changes where this would findout how effective this is.

3ORGANIZATIONAL CHANGE MANAGEMENTManagement of change is used as an important tool for the business organization to incureffective innovation in core operational process. In this context Lewin’s change managementmodel can be studied and then applied for further analysis. The other important changemanagement model or theory that can be used and applied for further study is McKinsey’s 7-SModel. Since the change management in this paper is going to be captivated within thecontextual framework of an organization, the aforementioned theories and models are supposedto be apt for the entire understanding of the process[ CITATION Jay13 \l 1033 ]. Both themodels are absolutely associated with the core understanding of the change management process.Following two important aspects can be taken into certain consideration for comprehension ofthe organizational change:i)Objectivismii)Social Constructionism Following the theories it can be stated that the organizational change can be driven throughthe better understanding of the process in terms of creating an effective case that has been takeninto the basic and rudimentary management studies [ CITATION Bur15 \l 1033 ]. According tothe basic philosophy of objectivism, there is no better goal for an individual than to attainhappiness. Since we are talking about the organizational change, the better goals would beidentified as the benefit and the profit that an organization strives to achieve in its businesspractices . Objectivism encompasses optimistic thought process of an organization – including itsmanagement body, its employees and its external and internal stakeholders. The change isproposed or brought in to effect in order to hoard the greater number of the organizationalmembers for the purpose of ensuring collective thought process that would bring happiness forall the members working together in an organization. Objectivism as detailed by Ayn Rand, talks

4ORGANIZATIONAL CHANGE MANAGEMENTabout the relationship between different thought processes that help deliver effective ideas toprocure organizational success. On the other hand, social constructionism deals with the theory of knowledge orcommunication. The change in the mode of communication in an organization becomes quiteimportant as it develops cohesive understanding among the employees. One of the mostimportant aspects that have been taken into certain consideration with this topic is that constantcommunicative development and strength among the employees would be delivering into the factof important understanding that would drive an organization towards its overall business success.Workforce cohesion has put under constant emphasis because it leads the organizations towardsutter success[ CITATION Kle12 \l 1033 ]. The overall cognitive business development of theorganization leads to the effective implementation of the business strategies and if thecommunication level among the employees is channelized properly, it would focus on theeffective understanding and collaborative effort thus resulting in fruitful development of theentire workforce. Constructionism is again considered to be theory dealing with positive aspectsof an organization. The theory of constructionism encompasses the rationalization of theexperience with the help of the creation of social world. The model is reified through verbalcommunication or language. In order to bring change in an organization there is a clear chance tofight against the lacunas that is prevalent effectively. Change management models designed bythe Lewin would be incorporating these concepts of lingual development that has to be taken intocertain understanding that has to be developed through cognitive understanding of the process[ CITATION Bar15 \l 1033 ]. As a matter of fact, there is clear chance to incorporate the basicneed of change and then work according to the frame proposed by the entire workforce. as amatter of fact this has to be taken into taken into certain consideration pertaining to the effective

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