Reflective Writing: Organizational Behavior, Change and Management

This reflective writing assignment delves into the complexities of organizational behavior and change management. The author analyzes internal and external forces driving change, exploring models like Lewin's and Kotter's, and discussing resistance to change. The assignment highlights the importance of effective communication, stakeholder involvement, and proper planning in implementing change. The author also explores the impact of change on organizational structure, employee behavior, and the need for adaptability. The document offers insights into managing change effectively, emphasizing the need to reduce resistance and promote a smooth transition for successful organizational outcomes. The author learned how to implement change in an organization to reduce resistance and improve how people adapt to change. This is also useful because understanding how change occurs is helpful in proper implementation to achieve the desired results.

Running head: ORGANIZATIONAL BEHAVIOR 1
Organizational Behavior
Name
Date

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Introduction
Change in any organization affects the running of day to day activity. The sessions helped in
understanding various internal and external factors can lead to change, and how resistance to
change can be properly managed. Analyzing internal and external forces are key to
understanding forces that drive organizational change. The course has also extensively talked
about the approaches and models which lead to organizational change. This approaches are
crucial in assessing regulatory interventions and techniques for developmental change. Change
management and theories of planned and unplanned changes taking place in the organization are
important to managers in understanding important factors necessary to successfully implement
change to ensure a smooth transition (Hari Gopal, 2017).
The need for organizational change is influenced by global markets and competition,
environmental factors, threats, and opportunities. PEST factors also lead to the need for change
in organizations, such factors include; political factors, like technological, government policies,
economic, environmental and social factors. From my research, when change is implemented it
has an impact in organizations; they affect how management needs to operate, the structure of
the organization and how the formal subsystems ought to run. Consequently, it is important that
the structure of employees is also changed, together with the processes and the strategies used
(David, 2018).
I have learned that resistance to change is shared amongst many organizations, and most of the
time it does not occur smoothly. People are usually resistant because they have a comfort zone in
what they are used to doing; mostly due to anxiety and the fear of what is not known due to
ambiguity (Collins, 2015). Therefore, change management systems are important in enabling all
the stakeholders to adopt new systems, mission and vision. The coordination of change

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management and planning is vital in ensuring that there is successful implementation of change.
Ultimately, the objective is to ensure that everyone adapts to the new vision and mission to
ensure that the organization is successful.
I think that change varies from scope to the seed it takes to implement complete change,
sometimes it is slow and smooth and sometimes it is fast. Rapid changes can be disadvantageous
because there will be a state of chaos and lack of predictability and stability. Many programs do
not consider the people aspect in implementing change, hence fail 75% of the time. Change can,
however, be properly implemented through proper communication, support and allowing
everyone to participate. Lewin's model of dealing with change suggests a shift from the previous
reward system and start rewarding the new anticipated change to reduce resistance. John Kotter's
change system indicate the use of state of urgency in implementing change, developing strategy,
coming up with a new vision and sustaining the new approaches. He gives an 8 step model to be
used in the implementation of change.
To sum up, the information is useful in that I can use it to implement change in an organization
to reduce resistance and improve how people adapt to change. This is also useful because
understanding how change occurs is helpful in proper implementation to achieve the desired
results The course on change in management can ensure that an organization makes great strides
through proper implementation and involvement of people. (Lewis, 2019). Organizational
change and transformational planning can be coordinated by management to improve the
knowledge and skills while ensuring the users adopt to the new mission, vision and systems,
while minimizing sources of resistance.

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Development Framework Explanation
D Promote change through effective decision
making and management development to
ensure adaptability to change/
I The decision for Management development is
crucial in ensuring change occurs in the
organization.
E Helps in keeping all employees happy,
productive and motivated while adapting to
change.
P Organizational change and transformational
planning can be coordinated by management
decision making to improve the knowledge
and skills while ensuring the users adopt to
the new mission, vision and systems, while
minimizing sources of resistance.

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References
Collins, D. (2015). Organisational change: sociological perspectives. Routledge.
David, C. (2018). Organizational change: sociological perspectives. New York, London:
Routhledge.
Hari Gopal, K. (2017). Management of Organizational Change: Leveraging Transformation.
Lewis, L. (2019). Organizational change: Creating change through strategic communication.
Wiley-Blackwell.