Change Management: Adapting Organizational Change Blog Post

This blog post examines the critical aspects of change management within organizations. It defines organizational changes as modifications to management structures and business processes, emphasizing the impact of globalization and technological advancements on business operations. The post explores the significance of understanding the scale and scope of changes to maintain a competitive edge. It highlights the importance of effective change implementation for organizational success, contrasting it with the detrimental effects of ineffective strategies. The post provides examples of organizations like Nokia and Abercrombie & Fitch, illustrating failures in adapting to changes due to factors such as employee resistance and poor leadership. The author uses these examples to analyze the consequences of not adapting to new market trends. The post concludes by reiterating the importance of change management for organizational success.

Running head: CHANGE MANAGEMENT
Change Management
Name of the student
Name of the University
Author Note

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Topic 1
Blog 1
Organisational changes can be defined as modifying the structures of management as
well as the process of business. The process by which organisational structures changes with the
change in strategies, methods of operation, culture and organisational technology for serving the
requirements of customers is been stated as organisational changes. These changes have the
capability of adding or omitting significant variables from the structure of organisation. These
changes will have significant changes for the organisation, which can either result as the
beneficiary of the organisation or can have detrimental effect on the organisation. The outcome
is dependent on efficacy of change plan of the management as well as implementing those
changes in the organisational structures. Effective implementation of the changed plan can bring
the organisational success whereas ineffective implementation led to the downfall (Roslan,
2013). Therefore, there should be existing change in organisation after a certain period of time,
which will help the organisation in achieving the success.
Blog 2
In recent era, the operation of the business has been affected by the international market
largely due to globalisation. The businesses are evolving due to the advancement of technology
and so it is very much significant for organisations in appreciating changes of scale and scope,
which they are facing. Organisation might lose competitive edge in the market if there does not
exists any appreciation or good understanding of the scale and scope for the organisational
structural changes (Otchere-Ankrah, 2015). Therefore, understanding scale and the degree of
advance would allow affiliation's organization gathering to react quickly and more suitably to a

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specific sort of changes and affiliation will be set up to ensure enough resources for changes or
whether to develop the present system/operation or change to another structure. Furthermore,
remembering the true objective to adjust to the condition and oversee in the market particular
business shapes are changing moreover. In this circumstance, the impact of definitive change is
focal and all the contemporary affiliations should misuse change they are going up against and
recognize and separate the degree and size of changes being completed.
Topic 2
Blog 3
Failure of the large organisations for adapting the organisational changes after
implementation of changes was been observed in many organisations. The major reason for the
failure in plan is that the failure of employees in complying with the changes that are been
incorporated within the organisation. The absence of efficient leader might also account for
failure of the organisation (Lozano, Ceulemans & Seatter, 2015). In 1990s, Nokia had a model
touch screen prior the IPhone was propelled and Nokia's cell phones were mechanically better
than cell phones of Apple, Samsung, Apple or Google. Nonetheless, as of not long ago
regardless they have similar advances with absence of technologies. Besides, Nokia know about
the progressions going ahead around them, they just battle in getting adapted to the changes.
Nokia did not have the ability to change in a definitive and submitted way (Magezzi, 2013).
Furthermore, there was likewise an imperviousness to change case from Nokia where another
CEO who are not Finnish joining the organization in 2011 and there was a venture which Nokia
combined with Intels Linux based stage Memo and Moblin to create MeeGo. Along these lines,

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sudden the workers did not invite change of new CEO and the MeeGo extend was surrendered
completely.
Blog 4:
The next example of another organisation failing to adapt changes in their organisation is
Abercrombie and Fitch. This American brand incurred a loss around 63 million US dollars as
they failed in adapting the implemented changes (Hayes, 2014). The organisation implemented
the new trends for the young generation in the form of cheap as well as trendy style for becoming
fast fashion company. The change in management plan remained under-achieved as the clothes
of this organisation were costly than other cheap store. Moreover, this company have stamped its
logo on every product, which was not appealing to the customers. They failed in adapting to the
new trends and thus the business got badly affected.

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Reference List
Hayes, J. (2014). The theory and practice of change management. .NJ: Palgrave Macmillan.
Lozano, R., Ceulemans, K., & Seatter, C. S. (2015). Teaching organisational change
management for sustainability: designing and delivering a course at the University of
Leeds to better prepare future sustainability change agents. Journal of Cleaner
Production.
Magezi, V. (2013). The role of Leadership Change Management in Achieving Sustainability of
ZAN Organisations . Doctoral dissertation, Management College of Southern Africa.
Otchere-Ankrah, B. (2015). Managing Organisational Change: The Experience of Driver and
Vehicle Licensing Authority (DVLA) of Ghana. . International Public Management
Review.
Roslan, N. A. (2013). Managing Change Resistance Among Employees. Doctoral dissertation,
UMP.