Organizational Change Management: Assignment
Added on 2021-06-17
13 Pages3083 Words59 Views
Leadership Management
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Running head: ORGANIZATIONAL CHANGE MANAGEMENTOrganizational Change ManagementName of the Student:Name of the University:Author’s Note:
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1ORGANIZATIONAL CHANGE MANAGEMENTTable of ContentsIntroduction......................................................................................................................................2Part A: Literature Review................................................................................................................2Part B: Critique of Literature...........................................................................................................7Reference List................................................................................................................................11
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2ORGANIZATIONAL CHANGE MANAGEMENTIntroductionOrganizational change management is the framework of managing the effect of newbusiness process, organizational structure and cultural change within an organization. Resistanceof employees towards accepting the change has been considered as the most significant reason ofthe failure of resistance to change. This study will construct a literature review on the topic ofManaging Resistance to Change. The study will choose 10 articles for constructing the overallliterature review. Apart from that, the study will also make critique of the literature review. Part A: Literature ReviewOver the years, various authors have conducted research on the reasons behind failure oforganizational change. Most of the researches have indicated employee resistance to change asthe most significant reason behind the failure of change. According to Georgalis et al. (2015),employee perception of justice arising from positive perception of change and positiveemployee-supervisor relation significantly reduces the negativity of changes. Most of theemployees are likely to resist the organizational changes due to their job insecurity, loss ofcontrol over their jobs and increasing job burden. In such situation, effective employee-supervisor relation with proper information dissemination and employee participation leads topositive employee perception of justice. Moreover, cooperative leader member exchange,employee participation in change process and transparent information dissemination can assistthe managers in managing the resistance to change. The employees are mostly resistant to organizational changes, when they are imposedwith strict rules and regulations towards accepting the changes. Sanagustin (2014) opined that
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3ORGANIZATIONAL CHANGE MANAGEMENTimplementing new tools and paradigm in RIM (record and information management) isextremely tough with the resistance of the departmental employees to change. Strict processstrategies to implement change are the main reasons of resistance to change. Hence, the changeleaders should always maintain clear communication with the departmental members regardingthe organizational changes. Moreover, clear communication and proper information sharingprocess result in proper understanding among the employees regarding the actual motives oforganizational change. In this way, they become willing to accept the organizational change.Apart from communication, the leaders should also be supportive to the employees forencouraging towards accepting the organizational change. Successful implementation of organizational change is highly dependent on thewillingness of the employees towards accepting the change. According to Van der Voet (2014),the willingness of the employees to accept the changes is highly dependent on organizationalstructure and role of leadership. As per this research, unlike the private organizations, thechanges in public organizations can mostly be implemented through bureaucratic organizationalstructure and less transformational roles. Moreover, public organizations are generally operatedunder strict legal framework and are confronted with higher demand of accountability. Hence,the leaders of such organizations are more likely control their organizational changes throughformalized organizational structure. However, the formalized organizational structure and lesstransformational leaders are ineffective in managing the emerging organizational change.Moreover, the leaders should follow transformational leadership and maintain flexibleorganizational structure for managing the resistance of the employees to accept the changes. Creativity has become the most significant factor for the organizations towards gettingsuccess in dynamically changing business environment. According to Hon, Bloom and Crant
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