Principles of Organizational Behavior: Organizational Change Report

This report provides a comprehensive overview of organizational change, addressing its definition, the forces driving it (internal and external), and common challenges such as resistance and lack of communication. It explores various models for managing change, including Lewin's Change Manage...Read More

Organisational Change
Process of changing an organisation’s
processes, strategies, technology and culture
that directly affect the environment of
the organisation(Sætren, & Laumann, 2017).
FORCES
Internal forces
Employees
Nature of the workforce
Change in managerial
personnel (Shields, et. al,
2015).
External Forces
Political forces
Technological forces
Economic forces
Competitive forces
Overcome the challenges
Proper planning and
implementation
Organising Meetings
Set objectives,
challenges and
engaging targets
Resolving conflicts
Dispersion (Albach,
et. al, 2015)
Amazon is perfect example of
organisational change
Managing challenges
Communication
Managing performance
Providing the facility to employees

•THEORIES OF MANAGING CHANGE
LEWIN’S CHANGE MANAGEMENT MODEL
MCKINSEY 7 S MODEL
KOTTER’S EIGHT-STEP PLAN FOR IMPLEMENTING CHANGE
NUDGE THEORY
ADKAR MODEL
BRIDGES’ TRANSITION MODEL (WADDELL, CREED, CUMMINGS, & WORLEY, 2016).
Lewin’s Change Management Model
This model is used to understand the organisational change. This model is define in three stages
process to manage change more effectively.
Kotter’s Eight-Step Plan for Implementing Change
There are eight step in this model which helps to manage the changes and these are Create a
sense of urgency, Create a guiding coalition, Communicate the vision, Remove obstacles, Create
short-term wins, Consolidate improvements, and Anchor the changes. These steps removes the
obstacles and helps to implement new changes.
ADKAR model
It is the main model in ensuring the changes in the organisation. The main focuses of
this theory is on the elements of changes of people. It ensure the employees involvement
and in changes.
Bridges’ Transition Model
It is a model which is used to understand the how people are feeling as the process of
change is implemented.

CONFLICTS
It is a fact that the changes can evoke the emotions due to different
opinions and thoughts. It increases the issues of employee turnover
and many others.
RESISTANCE
It is observed that the people refuse the changes while implementing
the new plan. It is a challenge for a leader to influence them for a
particular decision.
LACK OF COMMUNICATION
It has been seen that the lack of communication can break the plan
which causes the issue of failure.
Challenges
• Conflicts
• Setbacks
• Lack of communication
• Resistance
• Failed (EmbraceElsmore,2017).
Elsmore, P. (2017). Organisational Culture: Organisational Change?: Organisational Change?. Routledge.
Waddell, D., Creed, A., Cummings, T. G., & Worley, C. G. (2016). Organisational change: Development and
transformation. Cengage AU.
Albach, H., Meffert, H., Pinkwart, A., & Reichwald, R. (Eds.). (2015). Management of permanent change.
Springer Fachmedien Wiesbaden.
Sætren, G. B., & Laumann, K. (2017). Organizational change manxagement theories and safety-A critical review.
Safety Science Monitor, 20(1).
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ... & Plimmer, G. (2015).
Managing employee performance & reward: Concepts, practices, strategies. Cambridge University Press.