The Science of Successful Organizational Change

Running head: THE SCIENCE OF SUCCESSFUL ORGANIZATIONAL CHANGE
The Science of Successful Organizational Change
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THE SCIENCE OF SUCCESSFUL ORGANIZATIONAL CHANGE
The change in an Organization is the process by which the organization tends to
changes their structure, methods of operations, strategies, technology that and the
culture of the organization that can eventually affect the various changes within the
organization and can also effects the changes in the organization (Gibbons, 2015). The
change in the Organization is mainly continuous and occurs for a distinct period. This
essay illustrates the various changes the organization develops to get success.
The changes in the organizational structure are the study of interdisciplinary
methods that are drawn from the discrete fields of psychology, sociology, political
science, economics, and management (Benn, Dunphy & Griffiths, 2014). The Carnegie
always views the change in the organization, as developed in the late ninetieth century.
The source of studying has always been the focus of the stabilization and change in an
organization (Gibbons, 2015). There are several theories that were introduced by them
to study the change in the organization very vividly. The theory that focuses on the
failure-induced changes that were very simple (Benn, Dunphy & Griffiths, 2014).
The organization changes are the core structure for changing the effectiveness of
the workers. For every enterprise, change is an essential part. Therefore, to bring in a
proper change in the organization, it is very important for the organization to have
proper and direct form of communication among the administrator and the employees.
There should be transparency among the counterparts. There can be a possibility that
the workers do not agree to the change that the organization wants. Ther5fore, it shows
that the employees are culturally rigid and do not want to change. However, in this case,
it is very important for the organization to aware their employees about the possible
benefits of the change.
Organizational changes may occur when the company makes the transition from
their current state for some of the desired state in the future (Schultz, Mattor & Moseley,
2016). While managing the organizational change it is very important to plan and
implementing the various changes in the organizations in such a way that they can be
helpful to minimize the resistance of the employee and the cost to the organization,

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THE SCIENCE OF SUCCESSFUL ORGANIZATIONAL CHANGE
when they are major incresing the effectiveness of the efforts of change (Schultz,
Mattor & Moseley,2016).
The changes that are initiated by the organizations have arise due to the
problems that are faced by the company. Some of the cases, it has been observed that
there are i9mpetues and enlightened form of leaders who can essentially recognize and
then later tend to take advantage of the situations that are dormant in the organization.
There are often change in the identity seen in the Students in order to critically
analyze them. The areas that are of course related to the companies are often must be
attempted to the institute of the changes in all the areas when they have to attempt for
making the changes in one (Greenwood, Hinings & Jennings, 2015). The initial area for
the strategic change generally takes place on a very large scale (Gibbons, 2015). This
can happen when the company somehow shifts their resources for entering the new
form of business on a small-scale structure. Several changes in the technologies are
often introduced as the component of the larger form of changes in the strategies,
although they often take place by themselves (Gibbons, 2015). The important form of
aspect of changing the technology is determining who in the organization will be
threatened by the change. For being successful in the field of technology, the change
must be involved into the overall system of the company (Gibbons, 2015). There are
several structural changes that may occur due to the changes in the strategy for the as
there are various cases that have been developed by the company. The company itself
decides whether they will acquire any form of the business and will integrate them as
the operational form of changes in the styles of the management. For instance, when
the companies have wished for implementing the participative form of decision making
that also might need the changes for the hierarchical structures.
Starting with two forms of platforms that have no tactical form of intervention that
can effectively fix a flawed form of strategy and that of most of what is written about
leading change is tactical, that are commonly observed as a strategy. The Governance
and the risks of Psychology observe some of the major pitfall that have been the realm
of where the math meets the people (Lozano, 2013). It has also been observed that the
decision-making in the Complicated and Ambiguous Environment, introduces two