Organizational Change Experience and Strategic Analysis Report

This report delves into the complexities of organizational change, drawing on a student's personal experience with changes in reporting managers and the resulting communication challenges. It examines ConnectOne Bancorp's strategic shift to a cloud-based operating system, highlighting the importance of strategic alignment and top-level support in driving successful change. The report underscores the significance of incorporating change models for effective planning and managing resistance, while also identifying critical strategic issues such as communication breakdowns and employee resistance, using examples from Yahoo and Uber. The analysis emphasizes the need for innovative thinking and proactive measures to ensure the smooth implementation of change processes within organizations. The report concludes by referencing key academic sources to support its findings and recommendations, providing a comprehensive overview of the challenges and opportunities inherent in organizational change management.

RUNNING HEAD: ORGANIZATIONAL CHANGE 0
2020
Organizational Change
Student’s Details-

ORGANIZATIONAL CHANGE 1
Organizational Change Experience
When I was working into the organization, I had experienced the organizational
change through the changes in the reporting managers. Me as an employee of the
organization got affected by the change and faced difficulty in working with the manager. I
faced issues in the communication of my problems regarding the complexities of the task.
Further, the management of the organization can make the change process in an effective way
through the proper communication and making efforts for the engagement of the employees
with the newly hired manager (Morin, et al., 2016). Also, management motivate the
employees to see the change as the process of their personal and professional growth.
ConnectOne Bancorp’s Strategic Change
ConnectOne Bancorp has decided to make the strategic change through improving the
interaction system through the cloud-based operating system for the making the things better.
This change was strategic as it led the company to foster communication which is the main
goal of the company (DiPietro, 2018). The decision was made at the all of the organization in
which there was support from the top leadership. I think this situation as a case as the
organization has made changes for the strategic benefit and often have made the strategies for
coping with the change. My assessment of the change defines that the company has made the
changes for embracing the new technologies which is effective in the sense that the change
made is the part of overall bank strategy which can be helpful in the overcoming the
competitors.
Importance of Change Model
It is important to incorporate the change model or theory in the implementation of the
change as this defines the proper planning of the change and often the anticipation of barriers
to change. It gives the structure by which the change can easily be executed and managed.
There are several benefits of incorporating the change into the organization which are helpful
in the implementation of the change. Moreover, the change model can help in the
identification of the measurable results in which the objectives are set and on the basis of
which the results of change can easily be evaluated (Pathiraja, et al., 2018). Also, it majorly
reduces the possibilities of resistances of change.

ORGANIZATIONAL CHANGE 2
Strategic Change Issues
First strategic issue which is faced by today’s organizations is lack of communication
which can be seen from the example of Yahoo which has faced difficulty in the
communication of the policies that has led to demoralize of the employees (Grossman, 2013).
Besides, the second strategic change issue is resistance to change and can lead to the decrease
in the productivity of the company. This can be seen from the example of Uber. The company
has been facing the resistances from the taxi drivers as they were prisoners of the system and
relied on the traditional ways (Bouquet & Renault, 2014). These issues can be managed by
giving the opportunity to the employees to develop an innovative thinking and often making
the forward steps for the successful implementation of change process.

ORGANIZATIONAL CHANGE 3
References
Bouquet, C., & Renault, C. (2014, September 7). Uber: Example of resistance to change.
Retrieved February 29, 2020, from IOL:
https://www.iol.co.za/business-report/companies/uber-example-of-resistance-to-
change-1747187
DiPietro, B. (2018, August 13). Managing Change: How Companies Can Help Employees
Embrace New Ideas. Retrieved February 28, 2020, from The Wall Street Journal:
https://blogs.wsj.com/riskandcompliance/2018/08/13/change-management-a-key-
component-to-creating-disruptive-culture/
Grossman, D. (2013, February 28). Yahoo poorly communicates new “in office” policy to
employees. Retrieved February 28, 2020, from Your thought partner:
https://www.yourthoughtpartner.com/blog/bid/57809/Yahoo-poorly-communicates-
new-in-office-policy-to-employees
Morin, A., Meyer, J., Bélanger, E., Boudrias, J., Gagné, M., & Parker, P. (2016).
Longitudinal associations between employees’ beliefs about the quality of the change
management process, affective commitment to change and psychological
empowerment. Human Relations, 69(3), 839-867.
Pathiraja, S., Anghileri, D., Burlando, P., Sharma, A., Marshall, L., & Moradkhani, H.
(2018). Time-varying parameter models for catchments with land use change: the
importance of model structure. Hydrology and Earth System Sciences, 22(5), 2903-
2919.