Organisational Development and Change: Change Management Analysis

This essay delves into the concept of organisational development and change, highlighting the crucial role of background analysis. It discusses change agents, both internal and external, and their impact on implementing changes within an organisation. The essay examines various theories of organisational change, including Lewin's Force-Field Theory, evolutionary change, and revolutionary change, emphasising the importance of managing change effectively by assessing, deciding, applying, and evaluating the needs and changes in the work module. It also underscores the significance of considering background factors such as age and literacy when implementing changes to ensure that they are well-received and effective for all employees. The essay concludes by advocating for the integration of background analysis in organisational change strategies to foster a more inclusive and equitable workplace.

Running head: ORGANISATIONAL DEVELOPMENT AND CHANGE
ORGANISATIONAL DEVELOPMENT AND CHANGE
Name of the Student
Name of the University
Author Notes

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ORGANISATIONAL DEVELOPMENT AND CHANGE
Change is one of the most important means of any organization especially in the lives
of people and the other types of factors associated with it. The concept of change is very
prominent in the world as it is the ultimate truth of the people around. There is a constant
change in the various subjects of the society which should be accompanied by the
background it has (Cummings & Worley, 2014). Background of change is referred as the
information that is to be obtained previous to the change of the topic and is to be connected to
the upcoming changes and the ways that is to be connected. Change management is the
process that deals with the concept of change and development of the business or enterprise
associated with controlled identification and implementation of the requirements. The topic
of change is a dynamic topic as it is not limited to any kind of restrictions and other type of
issues related to the same. The following essay describes the topic of change and the
importance of background related to it (Burke, 2017). The change of an organization or any
enterprise depends on the various change agents that are associated with the same. Change
agents are defined as the people who are both external and internal to the organization
helping in the process of transformation of the organization. The following topic is to be
considered with the help of the organizational situation in a workplace where there is an
ample amount of workers hailing from various parts of the ethnic, social, financial and
developing backgrounds. The topic is mainly to assess the various people in the workplace
condition where the amount of change made by the people of the organization are evident and
sometimes mandatory to the need.
The change within an organization is implemented by the various change agents that
are associated with the process and outcome of the number of change agents working for the
same. The change agents implement a number of changes in the process of change
management. Their role includes the following – advocating required change, encourage,

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facilitate the changes along with advising and managing the changes. It also helps to manage
the change in the required results.
Background conversation refers to the process of explicit changes that is occurring at
the forefront of implicit backdrop of the events that are occurring in the same event. The
background is one major events that needs to be addressed in terms of change which is
caused by both internal and external change agents. Internal change agent are the people and
factor that transform the agency from within while external change agents are the people and
factor who change the workplace from outside.
The change agents have a role to play in the background conversation of the change
process and should take into account the background management that is being done in the
mode. The change agents which is the people associated and implying the change is to be
connected to the background of change to make sure that the desired results are being there.
The importance of change agents lies in the fact that with the greater emphasis on the process
of background conversations, they would be able to make sure that the process of change is
being adhered to. The background conversation in the situation taken is the workplace
organization and the change agents are the employees and management helping in the
change. The change agents have to be proactive to navigate the change according to the types
of background conversations given in the process. Therefore, background conversations hold
an important part in the process of change as without an indication of the proper background,
it is difficult to proceed with the changes required and adequate for the time.
The following situation which is taken in the analysis is of organizational change due
to certain factors that are present within the place. The backdrop situation is the organization
while the change factors are many mentioned below. The internal change factors are more
prominent here than the external change factors as they can modify and manipulate the

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change from within. Generally the organization are resistant to change and have agents that
try to preserve the background, however, with time, the internal agents are required to change
the process and the agents.
Organization is a place where there are a number of people working under the same
company with their various modules of work structure and other factors like ethnic behaviour
and from the place where they belong. There are different forms of changes that takes place
in the organization as to behavioural and tactical forms which influence different types of
people in different manners (Caldwell, 2003). The organizational change majorly takes place
in a situation where there is a need to balance the whole of the state in respect of the
organizational workers and the people involved in the workplace (Jabri, & Pounder, 2001).
The people adhering to the number of ethnic origins and location have various things
in common and some of the factors that are different from each other. However according to
Ford,, Ford, and Mcnamara, (2002), in the working of an organization, there needs to be a
parity in the different types of people working which makes the Theories of Organizational
change inevitable in the matter. The theories help to investigate the amount of change that is
being required by the people of the organization and also to make sure that the changes are
adhered by the number of employees in the same manner.
There are a number of theories that are associated with the concept of Organizational
Change which can be classified in below
Lewin’s Force-Field Theory of change – In this theory of change, the profounder Kurt
Lewin states that there exist two types of forces in the organization- one that helps the
organization move towards the field of change and the other that resist the organization from
making any changes in the workplace (Burnes & Cooke, 2013). These two organizations
always work in opposition to each other and the better force among the two work and operate

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in a better manner. The theory of change also states that to know the background of the
change is one of the important factors that is there in the organization and to make sure that
the people of the organization are getting their changes as per their ethnic origin and
background (Shirey, 2013).
Organizational Change – This type of change is noted in the creation of Gareth R. Jones
and Jennifer M. George's book, Contemporary Management that states that the organization
generally tends to drift from the current scenario of stability to a state of change by the
organization as a result of which the people of the organization are getting to experience
newness in their work modules and innovative work structures (Morgan, 2013). . The change
should come up with the various factors of the organizational workers like their origin and
location that can help to keep the organization in a well-manner.
Evolutionary Change – This type of change is gradual and comes with a stipulated period of
time. This type of change is not drastic or comes at once but is that which is determined by
the forces and makes sure that it comes to each of the individuals with their required amount
of time and pace (Valters, 2015). The type of evolutionary change should come with the
requirements of the workers in the organization and should make sure that the change is
consistent and not at once.
Revolutionary Change – This is the exact opposite of the Evolutionary change which is
drastic and comes at once in the organization. According to the This change comes due to the
various factors of the workplace such as the workers mode of working and also by the various
kind of revolutionary process that is being done by the organization (Orridge, 2017). The
revolutionary change is made to maintain the various types of complaints that the people have
in terms of the company and is implied in a very quick manner to solve the issue. This type of

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change is generally based on the overall strata of the society and so is not segregated
according to the ethnic origin and the location of the individual.
Managing Change – The concept of managing change is done in a fact and by the
implementation of the various factors associated with the change. There are four steps that
are needed by the organization to make the specific amount of change in the manner
(Alvesson & Sveningsson, 2015). The four steps are Assessing, Deciding, Applying and
Evaluating the needs and changes in the work module. The management of change is done by
the authorities of the organization and is to make sure that each of the workers gets the
required change that the person has.
The various types of change that is done in the organization is on the basis of common
traits that is being adhered in the organization. The organization, in general, does not adhere
to the various means of differentiation on the basis of ethnic origin and location, in short
background of the employee in assessing the changes done (Austin & Bartunek, 2012).
However, it is of real importance to assess the various types of changes on the basis of
backgrounds as changes and differentiation in background can affect a lot of changes and
make the people go through various kinds of changes. According to me, this type of a change
is of utmost importance in the working module of the employee of the organization. The
various kind of changes that is being adhered to in the organization is the result of the various
process of change determining theories is one of the best methods to make sure that the
people working in the organization gets the required amount of change in the process.
The concept of making changes in the organization with the help of background
information is one of the major and evident changes that can be made by the people of the
organization. The theory of Social construction can also be adhered to in the theory of

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Organizational change which can also focus on the various types of background analysis in
the change of the strategies and tactics of the organization.
In my experience, I have seen in my workplace following the concept of background
analysis information before making any changes in the organization as our organization is a
mixture of various types of people hailing from various types of background information
from the same (Mitchell, 2013). The various kinds of background is necessary to make sure
that the changes done by the organization for the benefit of the people working is completely
justified to the fact and also made sure that the people of the organization and not getting any
sort of discrepancy in terms of the changes done.
Background information of the employees should be done on the basis of the
following factors –
Age – Age is one of the factors that is necessary for the background information of the people
of the workers working in an organization. The relation of age to change is very pivotal as
with change people tend to expect a number of changes with the organization which is
variable according to the age provided. The age is merely a factor that needs to be addressed
with the changes that is being implemented. With age, the change is different for various
kinds of people which need to be changed accordingly making it one of the major
background factor that needs to be considered while making the changes.
Literacy – Literacy is defined as the capacity to read and write by the people of a certain
group of people. The literacy rate is one of the major issues in the determination of the
changes that is to be considered in the organization and forms of the major backgrounds that
is to be considered in the changes. The literacy changes with the people working and every
group of people having different level of literacy have different requirements of changes that
is being done.

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Ethnic Origin – The ethnic origin refers to the place of origin for the people of the
organization. The people belonging to the different origins have different types of
characteristic features in them which make them prone to various types of changes as given
by the authorities. The people belonging to the various types of ethnic origin is made sure
that the people have different types of requirements from the place of work which make it
one of the major factors determining the changes.
Location – Location of the organization plays a vital role in the various types of changes that
is there in the background finding of the people of the enterprise. The changes require
background findings that require the organization to have multiple changes by the authorities.
The people hailing from multiple locations of the organization are made sure to have various
kinds of changes to make them aware of the various implications of the same. Thus location,
as a background information plays a vital role in the changes of the organization.
Fundamental Views – The views of the employees in a particular organization plays a vital
role in the changes that the organization focusses to have as a background information. The
views and theories of the employees in an organization is one of the major factors that help to
make sure that the people of the organization are having a positive feedback on the changes
adhered (Benn, Edwards & William ,2014).
The reasons for the implications of the changes on the basis of the background
information is to make sure that there are the following advantages both for the company and
for the employee. The positive aspects of the change is mainly to adhere to the various issues
and the demands that the employees of the particular organization faces.
Issues of the employees – When the changes of the organization is done on the basis of the
various issues and the background analysis of the people of the organization, there is a
possibility that the issues of the employees will be solved to a major extent (Morde, Ma &

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Guler (2012, June). There are multiple issues of the employees that requires background
information for the solving and it is done by the thorough analysis of the background
information of the workers.
Makes easy for the authorities – The authorities find it easier for their own interest to
implement the changes if they know the background information of the people working for
the organization as people from different sectors have various types of demands and needs
changes accordingly.
Gives specific requirement deeds – The background analysis of the workers working for the
various types of organization have specific requirement deeds that needs to be addressed and
one of the best ways to do so is to know the background of the employees before going for
the changes.
In conclusion, it can be said that knowing the background of the employees for the
manifestation of the changes in a particular organization is one of the major elements that
needs to be catered by the heads of the organization. The various changes are associated with
demands that can change according to the various types of background that is present in the
employees of the institution.

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