Understanding Organizational Change: Strategies and Outcomes

The assignment investigates how organizations manage change, addressing challenges like employee resistance and strategic management. Through analyzing theoretical models and case studies, it highlights the importance of balancing logical planning with emotional considerations during transitions. The study underscores that successful organizational change involves understanding both practical and psychological aspects to foster adaptability and sustainability.

Running head: ORGANIZATIONAL CHANGE
Organizational Change
Name of the Student:
Name of the University:
Authors Note

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Executive Summary:
The report gives a brief overview of organizational change. The report also put forward a
detailed case study of organizational change. There is an introduction written about the concept
of organizational change. The report also discusses about two learning outcomes from the case
study and explains them with the help of examples. The two learning outcomes include how the
organizational change brings about a change in business and how the difficulties faced in
achieving it.

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Table of Contents
Necessity of Organizational Change in an Organization: A Case Study.........................................2
Introduction......................................................................................................................................5
Definition of Organizational Change...............................................................................................5
Learning Outcomes..........................................................................................................................6
1. How Organizational Change Brings about a Change in Business?.........................................6
2. Why Organizational Change is so hard?..................................................................................7
Conclusion.......................................................................................................................................8
References:......................................................................................................................................9

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Necessity of Organizational Change in an Organization: A Case Study
Today’s business world is moving fast by adopting newer technology, newer production
methods and newer customer taste along with the emerging market trends. Nowadays, I have
seen organizations adopting newer strategies for best control and motivation of its employees. I
have seen organizations spend billions in the development and research of the organization
taking into account all the things the managers and experts focuses on for deciding on the change
management. This happens because all organization strives in sustaining the loyal customers,
ensure training of the employees, adopt, introduce newer methods of production, and effectively
control the activities of the organization.
As mentioned before, the occurrence of organizational change may be either due to
external or internal factors (Benn, Dunphy and Griffiths 2014). These factors are not only
responsible for bringing in a change of the organization but at the same time also create problems
that might pose as a resistance to the change process. We all know that change gives rise to
resistance that might result in greater problems. The resistance to the change is mostly from the
middle level and old employees since they are ones who oppose to the change strategies due to
their own perspective and though process regarding the concept of change. However, I believe it
is the managers who are responsible for reducing the intensity of resistance and plays a vital role
in implementing a change in the business model of the organization.
I believe that the primary force that brings changes to the organization depends on
organizational context and its environment. An organization may undergo changes due to new
government legislation and policies, development of new materials, cultural and social value
change, change in global and national economic condition and regulation and trade policies
(Cameron and Green 2015). Change many also occurs as result of development of technology,

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change in requirements and customer taste, innovation in the process of manufacturing, design
innovation of new services and products, incorporation of newer ideas regarding the products
and the manner in which that are delivered for generating customer satisfaction and value.
Further, an organization may undergo changes in terms of factory or office relocation for being
closer to the market, supplier’s customers, nature of the workforce, world politics and social
trends.
As far as my experience goes, change gives rise to resistance to change in most of the
organizations considered as a react response from the older employees. I have seen that the
immediate responses to the change strategies include slowdown of the work process, voicing
complaints and immediate threatening to go on strike. My experiences however tell me that most
of the organizations have strategies to overcome the resistance to the changes. They do so by
implementing the changes in a fair manner, by selecting people who is able to accept the
necessary changes, ensuring communication and education, building commitment and support,
and manipulation.
I feel that change is crucial to any organization since it allows it to have a competitive
edge. Thus, failure to adopt necessary changes would also place organization in a position where
they will lose a considerable customer base. Over the years, I have seen that organizational
change benefits an organization in various ways. For instance, the adoption of new technology
has always increased productivity and affected the manner in which people communicate.
Organizational change help in creating newer demand for services and products and opened up
newer opportunities for the companies to meet the needs. The change in expansion of an
organization mostly influenced by a strong economy for meeting the new demand needs ensures
addition of newer staffs and facilities. I also believe that change is important for ensuring growth

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opportunities. Implementation of new changes helps employees in learning newer skills and in
exercising newer qualities.
Most of the organizations benefits from changes as it helps in changing their perspective
of looking at the customer needs ensure newer ways of customer service delivery, customer
interactions along with the launch of newer products that would have the capability to attract
newer market (Shin, Taylor and Seo 2012). This helps the organization to portray the opportunity
of improvement for the newer employees.
Introduction
The report is a discussion on organizational change. The report put forward a brief
description of organizational change and then goes on to explain how organizational change
plays a role in creating awareness amongst the students. The report also went on to discuss how
organizational change played a vital role in bringing about a change in behavior of the
employees.
Definition of Organizational Change
Organizational Change looks at the process of change in an organization in terms of
technology, operational methods, organizational structures and strategies that influences the
change (Battilana and Casciaro 2012). As seen in this case study, the organizational change is a
result of the external as well as the internal pressures.
This actually refers to specifically modifying and reviewing business process and
management structures (Jabri 2012). Adaptation of the small commercial enterprises is necessary
for adaptation and survival against larger competitors. Through these changes the smaller

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enterprises also learns to thrive in a competitive environment. Thus, to avoid lagging behind and
remain a step ahead of the rivals business must seek ways for operating cost effectively and
efficiently.
Learning Outcomes
1. How Organizational Change Brings about a Change in Business?
Change is an inevitable part of the business and employees, business owners or managers
do not always accept it with open arms (Langley et al. 2013). This is because workers remain
hesitant in leaving the familiar comfort zone and have the fear that they will not be able to adapt
to the change easily. Although the short-term effects of the change might be painful but in the
end, it is bound to bring business benefits to the organization. Therefore, through the case the
benefits an organization can experience with the help of this organizational change are as
follows:
Helps the Organization to Stay Current
Change helps a business in staying current with the industry trends that make it
increasingly attractive to the customers. For instance, if a competitor markets and develops a new
product a particular business can ensure that it does not lag behind through the marketing and
development of its own products.
Creation of Newer Opportunities
The ability of embracing changes can help business create newer opportunities. For
instance, a worker who enthusiastically applies to learning the new computer system of the office

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can also undertake the responsibility of training others who are hesitant (Blackmore and Sachs
2012). Thus, by acquiring a leadership role, the employee is able to position herself as someone
capable of undertaking additional responsibilities that can her suitable candidate for future
promotion.
Change Encouraging Innovation:
Business that can adapt or embrace change leads to the creation of environment that helps
in encouraging innovation (Cummings and Worley 2014). Therefore, employees who feel that
business owner would consider their ideas or manager is willing to think more creatively that
further helps in business growth.
Change Leads to Increased Efficiency:
Change enhances the efficiency of the work process that not only satisfies the customers
but also the employees. For instance, adoption of a new delivery system can enhance the speed
by which customers receives merchandize (Burke 2017). In addition, a new piece of machinery
can help the worker in speeding the production process.
Change Leads to Improved Attitudes in Workplace
An organizational change can also have positive impact on the morale and attitudes of the
employees. For instance, a change in human resource policies ensures a more relaxed work
ambience for the employees.
2. Why Organizational Change is so hard?

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Any organizational change is not a problem but the problem lies in the difficulties that the
change might bring. Organizational change is vital for any business that wants to thrive and survive
in this fast paced and increasingly competitive world (Bateh, Castaneda and Farah 2013). The
problem lies in the fact that many leaders struggles to engage and motivate the employees in the
process, as they are more outcome driven and not consultative.
Resistance to change is a phenomenon frequently spoken about in the project management
circles. This is something often quoted as a major reason why change programs does not deliver the
desired results (Battilana and Casciaro 2013). Resistance to change applied to the people who seem
unwilling for accepting the change. If one gets to the core, he or she will be able to understand that it
is not change that people resists but it is rather their belief that they might lose something of value or
might have the fear of not being able to adapt to the newer changes.
Organizational change goes wrong when treated as a new process. Most of the cases where it
went wrong is when the managers used a logical approach in dealing with the practical changes but
completely ignores the emotional side (Chung, Su and Su 2012). To explain this scenario if the
example of a shift in office is planned then it may be a straightforward move for the people told for
such a move quite often. However, for some employees this represented something more than an
office move, as there would be significant changes in the daily routine, considered as something
emotional which also threatens their level of security and safety.
Conclusion
The report ends by focusing on the two learning outcomes of the case study and briefly
explaining them. There is also a brief discussion on the concept of organizational change. The
report also put forward a detailed case study explaining the impacts of organizational change.

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References:
Bateh, J., Castaneda, M.E. and Farah, J.E., 2013. Employee resistance to organizational
change. International Journal of Management & Information Systems, 17(2), p.113.
Battilana, J. and Casciaro, T., 2012. Change agents, networks, and institutions: A contingency
theory of organizational change. Academy of Management Journal, 55(2), pp.381-398.
Battilana, J. and Casciaro, T., 2013. Overcoming resistance to organizational change: Strong ties
and affective cooptation. Management Science, 59(4), pp.819-836.
Benn, S., Dunphy, D. and Griffiths, A., 2014. Organizational change for corporate
sustainability. Routledge.
Burke, W.W., 2017. Organization change: Theory and practice. Sage Publications.
Cameron, E. and Green, M., 2015. Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Chung, S.H., Su, Y.F. and Su, S.W., 2012. The impact of cognitive flexibility on resistance to
organizational change. Social Behavior and Personality: an international journal, 40(5), pp.735-
745.
Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage
learning.
Fugate, M., Prussia, G.E. and Kinicki, A.J., 2012. Managing employee withdrawal during
organizational change: The role of threat appraisal. Journal of Management, 38(3), pp.890-914.
Jabri, M., 2012. Managing organizational change. Palgrave Macmillan.

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Langley, A., Smallman, C., Tsoukas, H. and Van de Ven, A.H., 2013. Process studies of change
in organization and management: Unveiling temporality, activity, and flow. Academy of
Management Journal, 56(1), pp.1-13.
Shin, J., Taylor, M.S. and Seo, M.G., 2012. Resources for change: The relationships of
organizational inducements and psychological resilience to employees' attitudes and behaviors
toward organizational change. Academy of Management Journal, 55(3), pp.727-748.