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CHANGE MANAGEMENT IN ORGANIZATION | MMH356

   

Added on  2020-03-13

11 Pages2342 Words107 Views
Running head: CHANGE MANAGEMENT IN AN ORGANIZATION1Change management in an organizationName:Institution:

CHANGE MANAGEMENT IN AN ORGANIZATION2Literature reviewThe concept of the organizational culture is one of the hotly debated topics in organization science. The researchers, managers and public often use the term organization culture, even though there is no clear interpretation universally. All the organization has culture, but some are stronger than others[ CITATION Des89 \l 1033 ]. Culture is the total sum of the knowledge, beliefs, customs and the attitudes to which people expose themselves in their social condition. Individuals can acquire values; learn a language and habits of the thoughts and behaviors[ CITATION Car09 \l 1033 ]. Every day in our life we are facing the idea of the change. Changes always affect the workers in the organization and therefore it is important to manage it carefully to avoid the resistance to change or failure of the modification. Change in themanagement can take in radical form, gradually or rapidly. According to the Lewin's model; the refreezing stage is a good definition of the change [ CITATION Bur05 \l 1033 ]. In the 21st century, there is no need to refreeze because competition will overtake the organization. [ CITATION Zef96 \l 1033 ] suggests that change management is how the change affects the organization, and the processes are the same irrespective of whether there is reassigning of the work practices in one area or the re-specification of the management and whole organization structure Organization is dynamic entities and therefore changes all the time due to the development of their outputs and operation in the case of the effectiveness and efficiency. Management of the change is one of the most discussed topics in the management field[ CITATION Pat04 \l 1033 ]. Hence, it is crucial to understand why individuals resist change to support that part which cannot cope with the modification through coaching and motivate and handling the problems that arise as a result of the change. As William Shakespeare thought” Thing must change or cease” [ CITATION Day94 \l

CHANGE MANAGEMENT IN AN ORGANIZATION31033 ]. Management of change is about detailed planning, inspirational leadership and comprehensive implementation. Culture of the organization or group is a collection of beliefs and assumption about the world, nature of the space and time, human relationships and life. The beliefs are cultured responses to the problems of the survival in the external environment[ CITATION Pra05 \l 1033 ]. The core of the existence of the organization is the fundamental external problems. The primary objectives are based on these strategies and mission to conform to the mentioned purpose.Culture establishes and reinforces order, membership criteria, conditions, communication patterns, priorities, punishment and nature of power and reward, management practices and decision-making processes.Numerous models describe the relationship between the variables and phenomena of organization culture [ CITATION Kha07 \l 1033 ]. The system approach emphasizes on the interdependencies between various elements and sub-system in an organization and also offers a holistic approach. The organization system models show the relationship between organization sub-system; technology, psycho-sociology, management, structure and goal[ CITATION Kha07 \l 1033 ]. The primary determinant in the workplace depends on the complex interaction between groups and individuals which take place at different levels within the firm, between other body and external environment. Complex environment represents the patterns of the interaction between roles, peoples, and the external technology in business.The dimensions of the culture encompass the following; mission and vision; it determinespersonnel’s understanding of the values, vision and purposes of the company and it can transform into team goals and objectives [ CITATION Spe96 \l 1033 ]. External environment

CHANGE MANAGEMENT IN AN ORGANIZATION4determines the extent of focus on internal customers, external and employee’s perception of the effectiveness of community surrounding [ CITATION Spe96 \l 1033 ]. Another dimension is the leaderships which concentrate on particular sections that strengthen leadership. Interpersonal relationship focuses on the relationship between personnel, managers and management of conflict. Management process focuses on the method in which management takes place including formulation of the goals, controls and innovation process, goal development and communication[ CITATION Pra05 \l 1033 ]. Finally, the organization image focuses on the how the outside perceives the organization.As earlier mentioned, five concepts of the organization culture include; job challenge, communication, trust, innovation and social cohesiveness [ CITATION Pra05 \l 1033 ]. Job challengeconcept refers to the complexity and diversity of the work. Communication principles focus on the effectiveness of communication between employees, top management and between employees[ CITATION Spe96 \l 1033 ]. Trust exists between the managers and their staff or in-between employees who enable open-minded environment and free discussion. Social cohesion is the relationship among members of the organization which further features as a sense of solidarity and cooperation [ CITATION For99 \l 1033 ]. Finally, innovation concept is the supportiveenvironment for new ideas, problem-solving and creativity. In managing change, consideration of areas such as activities, behaviors and structure is vital. Leadership affects culture more than management[ CITATION For99 \l 1033 ]. For the employee to acceptance, employees need to understand the requirement for the new positions and organization implications regarding the relationships and behaviors and new activities whichcan result in their needs satisfaction.

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