Organizational Change: Adapting Strategies in a Dynamic Environment

This report delves into the critical importance of organizational change in today's dynamic business environment. It explores how businesses can adapt their strategies to predict and meet changes, ultimately gaining a competitive advantage through both emergent and planned change initiatives. The report defines organizational change, highlighting its various forms such as technological, structural, and behavioral shifts. It emphasizes the significance of change for maintaining competitiveness, attracting customers, and fostering employee development. The report also discusses the importance of predicting the environment and developing managerial capabilities. Furthermore, it differentiates between planned and emergent changes, illustrating how companies can effectively implement them. The report uses Lewin's change management model to provide a structured approach to change implementation. Finally, the report underscores the need for flexibility and the adoption of appropriate leadership styles to influence change acceptance and implementation within organizations.

ORGANISATONAL
CHANGE

Table of Contents
INTRODUCTION...........................................................................................................................1
MAINBODY....................................................................................................................................1
The ability of organisations to adapt their strategies to an ever-changing and sometimes
volatile, business environment is critical. Therefore, how can organisations predict, meet and
gain competitive advantage via emergent and planned change initiatives’?..........................1
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Organisational change is identified as alterations that takes place within the working
environment. Business organisation adapts several changes at workplace for improvising its
functioning within the company in effective manner (Elstak, 2015). Adaption of alteration allows
companies in accepting changing environment and becoming successful at marketplace.
Organisational change can be seen in the form of technological, structural, management and
alterations in employees behaviour. The report will describe about various strategies that are
required to be adapted by business organisations in order to enhance chances of their success at
marketplace. Later, it provides brief discussion that how company's can gain competitive
advantage with the support of developing effective plan for the same so that change can be
implemented at workplace.
MAINBODY
The ability of organisations to adapt their strategies to an ever-changing and sometimes volatile,
business environment is critical. Therefore, how can organisations predict, meet and gain
competitive advantage via emergent and planned change initiatives’?
Change is important because population is changing ,their preferences and taste is
changing , economy is changing , technologies is getting innovative day by day. Organizational
alteration is important to remain competitive in the market and to find the growth opportunities.
modifications in the technology plays important role in development of the organizations, it
results in increase in productivity as well as profit of the organization (Schein, 2015). To remain
competitive in the market organisations should adopt new technologies that helps in growth of
the organization or give more growth opportunities to increase its market share.
Another importance of organizational change is competition. Change attracts more
customers and affect the competitor to bring modifications in their form of working (Hosking
and Anderson, 2018). To remain the existence in the market, competition is required and it only
comes with the organizational change.
Organisational change can create dissatisfaction among its employees and among its
customers also but once alteration is acceptable and favourable it turns into market growth of the
organizations. Customer is the king for every organization and satisfied customer acts positively
if modifications is in favour of them and they start accepting it (Shin and et. al., 2015). So
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organizational change should fulfilled its customers needs as they build the goodwill in the
market of the organization and keeps them growing.
Change develop skills, knowledge of the employees, give them the new opportunity to
explore themselves, face new challenges and exercise creativity that benefit the organisation.
modifications attract new markets, step up customer interactions and delivering best service to its
customers. To build a strong relationship with employees or its customers organisation alteration
is needed according to the new trends in the economy (Hoyle, 2018). It is important for business
organisations predict the environment and check that whether they are reaching organisational
growth or not. Here, it has been identified that business organisations are expected to initial
develop skills and capabilities of managers according to the change so that they get prepared for
the future challenges. This can be effectively done by enhancing knowledge of employees in
such a manner that is helpful for the company too. In this, it can be said that if employees of the
company initially accepts the change then it would going to be easier for managerial staff to
implemen5t change at workplace in effective manner (Vakola, 2014). For this, business
managers are expected to realise employees that it is developing their opportunities too at
workplace in effective way. This brings growth opportunities for both the employees as well as
companies in rightful manner. While understanding this perspective towards customers
satisfaction, it has been identified that continuous changes at workplace is beneficial for the
customers too because, it provides them higher developed products to customers whose services
are valuable for them (Amburgey and Singh, 2017). In respect to perspective of society,
continuous of based changes in organisational is also supportive in developing organisational
image among its customers, employees as well as society in effective manner.
Apart from this, organisational change at workplace has been seen mainly in two types
that is planned and emergent. In planned change managerial team as well as employees of the
company are aware about the change (Jabri, 2017). They relate its reasons with the current
situation as they are having knowledge about the same. Thus it becomes easier for all to accept
change and work for its implementation in effective manner. On the other hand, emergent
modification is identified as an instant change which took place at workplace without any prior
notice or information. This kind of alteration takes place due to any government instruction or
notice. It can also develop due to sudden change in demand and requirement of customers
(Anderson, 2016). This ultimately affects organisational functioning a lot as employees of the
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company takes time to accept these changes. This also happens with the managers because, it
becomes difficult for them to develop rightful strategy at same time according to modification
(Kaufman, 2017).
This can be well understood with the help of an example. For instance: Marks and
Spencer is planning to bring technological change in their headquarter office. In order to
implement this change effectively Lewin's change management Model has been taken into
consideration by manager of M & S. Lewin's change management model was developed by Sir
Kurt Lewin in the year 1950. The model was helpful in understanding structural and
organisational modification that is helpful for them in attainment of organisational growth
(Cummings, Bridgman and Brown, 2016). Sir Lewin have represented how organisational
alteration supports companies change their organisational performance in right direction. The
framework represented by this author have three stages which includes unfreeze, change and
refreeze (Lewis, 2019). This works as the process through which business managers of Marks
and Spencer implements technological change at workplace. The each stage of this process are
described as below in effective manner in order to enhance understanding over it in effective
manner.
Unfreeze: It is the first stage of change management where business managers indulge
into preparation of overall. At this level, major concern of manager to prepare its team about the
change and its importance as well as benefits for the company and employees too (Bourne,
2015). This will be helpful in developing supportive behaviour of employees towards the change
that contributes in effective implementation of alteration at workplace. For instance: It can be
said that Manager of Marks and Spencer plans to bring technological change within the company
as the older technology is not allowing employees to execute their work in quicker manner
(Maheshwari and Vohra, 2015). Implementation of this change with the company might be affect
organisational performance. This is because, employees are not able to accept the modification
as their working pattern is getting affected by this at higher extent. In order to overcome this, it is
mandatory for business managers to explain all associated people about the alteration and its
benefits in terms of profitability (Bakari, Hunjra and Niazi, 2017). As a result, these people will
definitely support them in rightful manner.
Change: At this stage, business manager implements change at workplace. It is a time
consuming stage where business managers are expected to hold good leadership style in order to
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execute overall change in right direction (Will, 2015). In context to Marks and Spencer, it can be
said that the main responsibility of manager is not only to bring modification(implementing new
technology) in the organisation but they are also required to consider needs and requirement of
employees. This can be effectively done by indulging these employees into the overall process of
change so that they can understand its importance. At this level, major concern of Marks and
Spencer's manager is to communicate overall information to employees within the provided time
frame (Maimone and Sinclair, 2014). Once the employees accept these changes, the work of
manager at this stages winds up.
Refreeze: Implementation of every technological modification at workplace requires
specific time to get it stable in effective manner so that real output of this can be attained by
Marks and Spencer. This is the main reason because of which this stage is named of refreeze
(Brunning, 2018). At this level, manager of Marks and Spencer requires to handle all things
within the timely manner so that every employee at workplace can continue their previous work
effectively. This is because, adoption of new technology have affected their regular routine badly
that has also placed impact over organisational performance too (Michel, 2014). Also, employees
of the company are also required to ensure that all changes associated with technology should be
implemented and followed every time so that output of the company can be attained in effective
manner (Ellis and Abbott, 2018). With the passing time employees gets comfortable with the
alteration and it no longer affects their performance. But, instead this it helps them out in
improving their performance in rightful manner.
From the above described elaboration of change management model it has been analysed
application of this framework is highly important for Marks and Spencer as it allows them in
attaining their organisational objectives in quicker manner. Along with this, implementation of
new technology will also support Marks and Spencer in gaining competitive advantage. This is
because, technological advancement will allow company in simplifying their operational
activities as well as efforts of employees. Here, company can make use of employees efforts in
right direction that ultimately supports them in performing well as compared to their rivals. As a
result, they can easily gain competitive edge in rightful manner (Endrejat, Baumgarten and
Kauffeld, 2017).
It has also been identified that business environment complex in nature whose complexity
and toughness is increasing day by day (Buono and Subbiah, 2014). With reference to the current
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scenario of business world stability in the industry is not constant as business organisations are
implementing numerous of issues at workplace which ultimately affects their performance. For
bringing modification in company, it is essential for managers to maintain flexibility at
workplace so that every could gain competitive advantage in rightful manner (Nohe and
Michaelis, 2016). Apart from this, it can be said that business managers also develops different
types of strategies that are helpful for them in implementing alteration in rightful manner. It is
important for companies to develop their organisational work in such a manner that is helpful for
them in obtaining their organisational goal (Bartunek and Woodman, 2015). In order to make
business process of the company more effective, it is essential for its managers to bring changes
in the company so that they can gain competitive edge in quicker manner. Here, change is
identified as continuous based process that affects organisational growth in rightful manner (Park
and Kim, 2015). It can be said that it is essential for managers as well as leaders of the company
to accept the modifications at first and implement them at work place so that company could
grow in rightful manner. In addition to this, it can also be said that different adoption of right
leadership approach is helpful companies so that they can influence at workplace effectively for
accepting the change and also implement it at workplace in rightful manner (Bartunek and
Woodman, 2015).
CONCLUSION
From the above described report, it is concluded that change is the part of growth. It is
essential for every business organisation in adapting change and developing their strategies
accordingly so that maximum can be gained by company in effective manner. Implementation of
change not only smoother organisational work but also supports them in them Usage of Lewin's
Change management model is helpful for business organisations in implementing change at
workplace in a sequential manner. Each and every stage of this model has its own contribution in
the success of company as it contributes each and every one at what time they have to work in
which manner.
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REFERENCES
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