Organizational Change Analysis: Key Factors, Success and Failure

This assignment analyzes organizational change as a crucial business process for continuous improvement. It explores the importance of adapting to change for competitiveness and sustainability, highlighting both internal and external factors. The assignment discusses the reasons behind organizational change failures, such as lack of focus, poor planning, and inadequate communication, using examples like Borders. It also examines the factors contributing to successful change programs, emphasizing leadership commitment and employee training, contrasting Nokia's failures. The analysis emphasizes the need for systematic, controlled change implementation to achieve organizational goals and stakeholder satisfaction. The document references relevant literature on change management and organizational behavior.

Running head: ORGANIZATION CHANGE
Organization Change
Name of the Student:
Name of the University:
Author’s Note:

ORGANIZATION CHANGE 1
Blog 1
Organizational change is an crucial business process that potentially contributes in
continuous organizational quality improvement process. It is about reviewing the
organizational procedures and modifying them, according the current requirement and scope
of improving the quality of business procedures. Changes are important for evolution and
advancement. To stay a step ahead in the competitive market, organizations should look
forward for adapting and conducting procedures that would help in enhancing organizational
sustainability, while making the business processes more cost effective. There are several
external and internal factors that can either drive or hinder adaption of change in an
organization (Laamanen, Lamberg & Vaara, 2016) Adapting change may be difficult and
risky for the organization, which is due to resistance from the stakeholders. However,
successful organizational change leads to improved quality of organizational functions and
satisfaction of stakeholders, while accomplishing the goals of the organization successfully.
Blog 2
Organizational change can be considered as the ladder, through which the companies
climb up to the top level of success and business sustainability. There are several reasons,
why organizations should always cherish or appreciate their scale and scope of change
adaptation. For instance, change is crucial for being competitive or building up
competitiveness. It is not always necessary that change adaptation will lead to some major
transformation. Change helps the organization to explore the scope or opportunities the
organization has, in order to improve the organization’s position or brand image in the local
or wider business market (Platzek, Pretorius & Winzker, 2014). In today’s era, it is very
important to be accustomed with technological advancement, which can be introduced in an
organization through transparent change implementation, which would help to scale up the

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organizational status to its customers, thereby leading to satisfaction of both customers and
employees.
Blog 3
There are several factors, which are significant contributors in the failure of
organizational change. For instance, the organization should have a clear focus about its
performance and there should be a relation between the change expectations and business
results. In absence of a clear focus and understanding the current needs of the target market,
change program may lead to failure. Another aspect is a winning strategy; while adapting a
change, there should be an appropriate plan that would surely lead to success. A poor and
non-transparent planning of change would lead to failure. Another reason of failure is lack of
communication about the change by the management with all the stakeholders. In addition,
change should be systematic and controlled properly (Bridges & Bridges, 2017). A well
known bookseller, i.e. Borders failed to attain these criteria, when they attempted to bring a
revolution in book retailing. On achieving market dominance, the organization attempted
aggressive steps; lack of control over internet sales channel, poor attention, lack of clear
focus led to decline in their productivity and led to major wastage.
Blog 4
Several internal and external factors are contributing to the success of a change
program in an organization. Lack of attention or consideration of these factors may lead to
failure of successful implementation of these plans. For instance, lack of commitment is great
flaw; especially from the leader’s perspective, as a leader is the key to drive the change
through his fellow. Nokia is a key example of failure in leadership commitment and lack of
attention towards the advancement of the particular business market and customer demands.
They failed to develop the necessary technologies. They lost relation with their customers,

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though they were recognized as customer-centric organization initially (Laamanen, Lamberg
& Vaara, 2016). The result led to failure in accomplishing change implementation. The
organization needs to provide training to the managers as well as the employees so that they
can focus on their working. In such way, the organization will be able to implement the plans.

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Reference List
Bridges, W., & Bridges, S. (2017). Managing transitions: Making the most of change. Da
Capo Press.
Hayes, J. (2014). The theory and practice of change management. Palgrave Macmillan.
Laamanen, T., Lamberg, J. A., & Vaara, E. (2016). Explanations of success and failure in
management learning: What can we learn from Nokia’s rise and fall?. Academy of
Management Learning & Education, 15(1), 2-25.
Platzek, B. P., Pretorius, L., & Winzker, D. H. (2014). The vital entrepreneurial learning
organization: a corporate mindset for entrepreneurial change
management. International Journal of Innovation and Technology
Management, 11(06), 1450044.