Organizational Change: Adapting Strategies for Competitive Advantage

This report delves into the critical need for organizations to adapt to a dynamic business environment, focusing on how they can predict, meet, and achieve a competitive advantage through emergent and planned change initiatives. The report explores the importance of organizational change, highl...Read More

ORGANISATONAL
CHANGE

Table of Contents
INTRODUCTION...........................................................................................................................1
MAINBODY....................................................................................................................................1
The ability of organisations to adapt their strategies to an ever-changing, and sometimes
volatile, business environment is critical. Therefore, how can organisations predict, meet and
gain competitive advantage via emergent and planned change initiatives’?..............................1
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6

INTRODUCTION
Organisational change is identified as alterations that takes place within the working
environment. Business organisation adapts several changes at workplace in order to improvise its
functioning within the company in effective manner (Elstak, 2015)). Adaption of alteration
allows companies in accepting changing environment and becoming successful at marketplace.
Along with this, it can also be said that bringing modifications in company is the part of its
growth as it allows business developing their organisational strategies according to the
requirements. Organisational change can be seen in the form of technological, structural,
management and alterations in employees behaviour. The report will describe about various
strategies that are required to be adapted by business organisations in order to enhance chances
of their success at marketplace. Later, it also provides brief discussion that how company's can
gain competitive advantage with the support of developing effective plan for the same so that
change can be implemented at workplace.
MAINBODY
The ability of organisations to adapt their strategies to an ever-changing, and sometimes volatile,
business environment is critical. Therefore, how can organisations predict, meet and gain
competitive advantage via emergent and planned change initiatives’?
Change is important because population is changing ,their preferences and taste is
changing , economy is changing , technologies is getting innovative day by day. Organizational
alteration is important to remain competitive in the market and to find the growth opportunities.
modifications in the technology plays important role in development of the organizations, it
results in increase in productivity as well as profit of the organization. To remain competitive in
the market organisations should adopt new technologies that helps in growth of the organization
or give more growth opportunities to increase its market share.
Another importance of organizational change is competition. Whether alteration is small
or big it build competition in the market that helps organizations in their progress. Change
attracts more customers and affect the competitor to bring modifications in their form of working
(Hosking and Anderson, 2018). To remain the existence in the market, competition is required
and it only comes with the organizational change.
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Organisational change can create dissatisfaction among its employees and among its
customers also but once alteration is acceptable and favourable it turns into market growth of the
organizations. Customer is the king for every organization and satisfied customer acts positively
if modifications is in favour of them and they start accepting it. So organizational change should
fulfilled its customers needs as they build the goodwill in the market of the organization and
keeps them growing.
Change develop skills, knowledge of the employees, give them the new opportunity to
explore themselves, face new challenges and exercise creativity that benefit the organisation.
modifications attract new markets, step up customer interactions and delivering best service to its
customers. To build a strong relationship with employees or its customers organisation alteration
is needed according to the new trends in the economy (Hoyle, 2018). It is important for business
organisations predict the environment and check that whether they are reaching organisational
growth or not. Here, it has been identified that business organisations are expected to initial
develop skills and capabilities of managers according to the change so that they get prepared for
the future challenges. This can be effectively done by enhancing knowledge of employees in
such a manner that is helpful for the company too. In this, it can be said that if employees of the
company initially accepts the change then it would going to be easier for managerial staff to
implemen5t change at workplace in effective manner. For this, business managers are expected
to realise employees that it is developing their opportunities too at workplace in effective way.
This brings growth opportunities for both the employees as well as companies in rightful
manner. While understanding this perspective towards customers satisfaction, it has been
identified that continuous changes at workplace is beneficial for the customers too because, it
provides them higher developed products to customers whose services are valuable for them. In
respect to perspective of society, continuous of based changes in organisational is also supportive
in developing organisational image among its customers, employees as well as society in
effective manner.
Apart from this, organisational change at workplace has been seen mainly in two types
that is planned and emergent. In planned change managerial team as well as employees of the
company are aware about the change (Jabri, 2017). They relate its reasons with the current
situation as they are having knowledge about the same. Thus it becomes easier for all to accept
change and work for its implementation in effective manner. On the other hand, emergent
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modification is identified as an instant change which took place at workplace without any prior
notice or information. This kind of alteration takes place due to any government instruction or
notice. It can also develop due to sudden change in demand and requirement of customers. This
ultimately affects organisational functioning a lot as employees of the company takes time to
accept these changes. This also happens with the managers because, it becomes difficult for them
to develop rightful strategy at same time according to modification ( Kaufman, 2017).
In order to understand implementation of change at workplace in effective manner,
Lewin's change management Model has been taken into consideration. Lewin's change
management model was developed by Sir Kurt Lewin in the year 1950. The model was helpful
in understanding structural and organisational modification that is helpful for them in attainment
of organisational growth. The author have represented how organisational alteration supports
companies change their organisational performance in right direction. The framework
represented by this author have three stages which includes unfreeze, change and refreeze
(Lewis, 2019). This works as the process through which business managers of company
implements change at workplace. The each stage of this process are described as below in
effective manner in order to enhance understanding over it in effective manner.
Unfreeze: It is the first stage of change management where business managers indulge
into preparation of overall. At this level, major concern of manager to prepare its team about the
change and its importance as well as benefits for the company and employees too. This will be
helpful in developing supportive behaviour of employees towards the change that contributes in
effective implementation of alteration at workplace. For instance: It can be said that whenever
any business organisation plans to implement change the major issue that is faced by them is
related to employees (Maheshwari and Vohra, 2015). This because, employees are not able to
accept the modification as their working pattern is getting affected by this at higher extent. In
order to overcome this, it is mandatory for business managers to explain all associated people
about the alteration and its benefits in terms of profitability. As a result, these people will
definitely support them in rightful manner.
Change: At this stage, business manager implements change at workplace. It is a time
consuming stage where business managers are expected to hold good leadership style in order to
execute overall change in right direction. Along with this, the main responsibility of manager is
not only to bring modification in the organisation but they also wants to consider needs and
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requirement of employees. This can be effectively done by indulging these employees into the
overall process of change so that they can understand its importance. At this level, major concern
of manager is on accomplishing all work with effective communication medium within the
provided time frame (Maimone and Sinclair, 2014). Once the employees accept these changes,
the work of manager at this stages winds up.
Refreeze: Implementation of every alteration at workplace requires specific time to get it
stable in effective manner so that real output of this can be attained by business organisation.
This is the main reason because of which this stage is named of refreeze. At this level, manager
of business organisation requires to handle al things within the timely manner so that every
employee at workplace can get to their previous work effectively. This is because, all
modifications have affected their regular routine badly that has also affected their organisational
performance too (Michel, 2014). Also, employees of the company are also required to ensure
that all changes at workplace should be implemented and followed every time so that output of
the company can be attained in effective manner. With the passing time employees gets
comfortable with the alteration and it no longer affects their performance. But, instead this it
helps them out in improving their performance in rightful manner.
From the above described elaboration of change management model it has been analysed
application of this framework is highly important for companies as it allows them in attaining
their organisational objectives in quicker manner.
It has also been identified that business environment complex in nature whose complexity
and toughness is increasing day by day. With reference to the current scenario of business world
stability in the industry is not constant as business organisations are implementing numerous of
issues at workplace which ultimately affects their performance. For bringing modification in
company, it is essential for managers to maintain flexibility at workplace so that every could gain
competitive advantage in rightful manner (Nohe and Michaelis, 2016). Apart from this, it can be
said that business managers also develops different types of strategies that are helpful for them in
implementing alteration in rightful manner. It is important for companies to develop their
organisational work in such a manner that is helpful for them in obtaining their organisational
goal. As per identified in the case study of IBM, it has been identified that business organisations
like this are becoming less stable which is ultimately affecting their growth and sustainability at
marketplace. In order to make business process of the company more effective, it is essential for
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its managers to bring changes in the company so that they can gain competitive edge in quicker
manner. Here, change is identified as continuous based process that affects organisational
growth in rightful manner (Park and Kim, 2015). It can be said that it is essential for managers
as well as leaders of the company to accept the modifications at first and implement them at
work place so that company could grow in rightful manner. In addition to this, it can also be said
that different adoption of right leadership approach is helpful companies so that they can
influence at workplace effectively for accepting the change and also implement it at workplace in
rightful manner.
CONCLUSION
From the above described report, it is concluded that change is the part of growth. It is
essential for every business organisation in adapting change and developing their strategies
accordingly so that maximum can be gained by company in effective manner. Implementation of
change not only smoother organisational work but also supports them in them Usage of Lewin's
Change management model is helpful for business organisations in implementing change at
workplace in a sequential manner. Each and every stage of this model has its own contribution in
the success of company as it contributes each and every one at what time they have to work in
which manner.
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REFERENCES
Books and Journals
Elstak, and et. al., 2015. Organizational identification during a merger: The role of self‐
enhancement and uncertainty reduction motives during a major organizational
change. Journal of Management Studies.52(1). pp.32-62.
Hosking, D. M. and Anderson, N., 2018. Organizational change and innovation: Psychological
perspectives and practices in Europe. Routledge.
Hoyle, L., 2018. From sycophant to saboteur—responses to organizational change. In Working
Below the Surface (pp. 87-106). Routledge.
Jabri, M., 2017. Managing organizational change: Process, social construction and dialogue.
Palgrave.
Kaufman, H., 2017. The limits of organizational change. Routledge.
Lewis, L., 2019. Organizational change: Creating change through strategic communication.
John Wiley & Sons.
Maheshwari, S. and Vohra, V., 2015. Identifying critical HR practices impacting employee
perception and commitment during organizational change. Journal of Organizational
Change Management. 28(5). pp.872-894.
Maimone, F. and Sinclair, M., 2014. Dancing in the dark: creativity, knowledge creation and
(emergent) organizational change. Journal of Organizational Change
Management. 27(2). pp.344-361.
Michel, A., 2014. The mutual constitution of persons and organizations: An ontological
perspective on organizational change. Organization Science. 25(4). pp.1082-1110.
Nohe, C. and Michaelis, B., 2016. Team OCB, leader charisma, and organizational change: A
multilevel study. The Leadership Quarterly. 27(6). pp.883-895.
Park, S. and Kim, E. J., 2015. Revisiting knowledge sharing from the organizational change
perspective. European Journal of Training and Development. 39(9). pp.769-797.
Schein, E. H., 2015. Dialogic organization development: The theory and practice of
transformational change. Berrett-Koehler Publishers.
Shin, J., and et. al., 2015. Maintaining employees’ commitment to organizational change: The
role of leaders’ informational justice and transformational leadership. The Journal of
Applied Behavioral Science.51(4). pp.501-528.
Vakola, M., 2014. What's in there for me? Individual readiness to change and the perceived
impact of organizational change. Leadership & Organization Development
Journal.35(3). pp.195-209.
Will, M. G., 2015. Successful organizational change through win-win: How change managers
can create mutual benefits. Journal of Accounting & Organizational Change.11(2).
pp.193-214.
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