Strategic Organisational Change

STRATEGIC ORGANISATIONAL CHANGE

Table of Contents
1.0 Introduction................................................................................................................................3
2.0 Communicating change.............................................................................................................4
3.0 Working with a new team..........................................................................................................5
4.0 Understanding new process.......................................................................................................6
5.0 Role of senior management.......................................................................................................7
6.0 Individual leadership beliefs and competencies........................................................................8
7.0 Formal and informal approaches...............................................................................................9
8.0 Individual responding to change..............................................................................................10
9.0 High order skill........................................................................................................................11
10. Application of knowledge and skills.......................................................................................12
11. Conclusion...............................................................................................................................13
References:....................................................................................................................................14
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1.0 Introduction
Adaptability and flexibility have become the most important component in the professional word
with the passage of time. In a similar context, Carnall (2018) assessed that with time, the market
dynamics are changing vigorously, which is entrusting several challenges before every
organisation to survive the uncertainties. It has been assessed that organisations are continuously
exploring new techniques to retain their sustenance in the fiercely competitive market (Hayes,
2018). Therefore, organisations are constantly following change initiatives into a system to
survive the challenges. The present project is a reflective report, where the author aims to discuss
the significance of change management within the organisation ABC Company. The methods
that are required to successfully implement a change process within the organisation would be
discussed in the current reflective report. At the very beginning of the study, I have provided a
background to the study followed by the need for change in communication. Also, I have
discussed matters like working with a new team and understanding the new process. In the
subsequent part of the paper, I have also tried to discuss the role of senior management in
implementing the change management process. In addition, the individual response to change
management along with the application of own knowledge and skill in the context of
organisational change have also been discussed herein. Finally, the paper is wrapped up by way
of concluding note.
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2.0 Communicating change
It has been identified that the majority of the organisations are facing issue with employee
resistance to change initiatives. Similar had been the case of ABC Company where the
employees were going through several unwanted struggles for the changes initiatives
incorporated by the management to survive threats. In the opinion of Jayatilleke and Lai (2018),
it is specifically important for every manager to identify the issues that leading the employees to
stand against the management and resist changes. Hence, it is evidently necessary for the
management of my organisation to identify the limitation of this current situation and incorporate
effective methods that can reduce the tenacity of this issue. As per my understanding through the
360-degree Performance review assessment tool, there had been a huge communication gap
between the management and employees, which I believe is one of the foremost reason behind
the present problem. Thus, primarily, the management needs to maintain transparent
communication with its resources and explain them the reason and objectives behind the change
implementation. The employees definitely prefer the organisation to sustain efficiently in the
market, therefore, communicating the objective behind change method would provide adequate
importance to each employee where their involvement would count. Hence, they would
automatically support the change process rather than showing any resistance.
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