HRMT19020: Essay on the Science of Successful Organizational Change

This essay delves into the science of successful organizational change, exploring how organizations adapt their structures, operations, and cultures to achieve success. It draws upon interdisciplinary methods from psychology, sociology, and management to analyze various change theories and their practical applications. The essay emphasizes the importance of communication, transparency, and employee awareness in managing change, highlighting the need for strategic planning to minimize resistance and maximize effectiveness. It discusses the impact of technological and structural changes, the role of leadership in recognizing and capitalizing on opportunities, and the importance of training and education in helping employees adapt to new processes. Furthermore, the essay underscores the significance of monitoring the effects of change and adapting strategies to ensure optimal outcomes. The essay concludes by emphasizing the need for a proactive and well-planned approach to organizational change management, supported by further research to identify critical success factors and methods for measuring the effectiveness of change initiatives.

Running head: THE SCIENCE OF SUCCESSFUL ORGANIZATIONAL CHANGE
The Science of Successful Organizational Change
Name of the Student
Name of the University
Author note

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THE SCIENCE OF SUCCESSFUL ORGANIZATIONAL CHANGE
The change in an Organization is the process by which the organization tends to
changes their structure, methods of operations, strategies, technology that and the
culture of the organization that can eventually affect the various changes within the
organization and can also effects the changes in the organization (Gibbons, 2015). The
change in the Organization is mainly continuous and occurs for a distinct period. This
essay illustrates the various changes the organization develops to get success.
The changes in the organizational structure are the study of interdisciplinary
methods that are drawn from the discrete fields of psychology, sociology, political
science, economics, and management (Benn, Dunphy & Griffiths, 2014). The Carnegie
always views the change in the organization, as developed in the late ninetieth century.
The source of studying has always been the focus of the stabilization and change in an
organization (Gibbons, 2015). There are several theories that were introduced by them
to study the change in the organization very vividly. The theory that focuses on the
failure-induced changes that were very simple (Benn, Dunphy & Griffiths, 2014).
The organization changes are the core structure for changing the effectiveness of
the workers. For every enterprise, change is an essential part. Therefore, to bring in a
proper change in the organization, it is very important for the organization to have
proper and direct form of communication among the administrator and the employees.
There should be transparency among the counterparts. There can be a possibility that
the workers do not agree to the change that the organization wants. Ther5fore, it shows
that the employees are culturally rigid and do not want to change. However, in this case,
it is very important for the organization to aware their employees about the possible
benefits of the change.
Organizational changes may occur when the company makes the transition from
their current state for some of the desired state in the future (Schultz, Mattor & Moseley,
2016). While managing the organizational change it is very important to plan and
implementing the various changes in the organizations in such a way that they can be
helpful to minimize the resistance of the employee and the cost to the organization,

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when they are major incresing the effectiveness of the efforts of change (Schultz,
Mattor & Moseley,2016).
The changes that are initiated by the organizations have arise due to the
problems that are faced by the company. Some of the cases, it has been observed that
there are i9mpetues and enlightened form of leaders who can essentially recognize and
then later tend to take advantage of the situations that are dormant in the organization.
There are often change in the identity seen in the Students in order to critically
analyze them. The areas that are of course related to the companies are often must be
attempted to the institute of the changes in all the areas when they have to attempt for
making the changes in one (Greenwood, Hinings & Jennings, 2015). The initial area for
the strategic change generally takes place on a very large scale (Gibbons, 2015). This
can happen when the company somehow shifts their resources for entering the new
form of business on a small-scale structure. Several changes in the technologies are
often introduced as the component of the larger form of changes in the strategies,
although they often take place by themselves (Gibbons, 2015). The important form of
aspect of changing the technology is determining who in the organization will be
threatened by the change. For being successful in the field of technology, the change
must be involved into the overall system of the company (Gibbons, 2015). There are
several structural changes that may occur due to the changes in the strategy for the as
there are various cases that have been developed by the company. The company itself
decides whether they will acquire any form of the business and will integrate them as
the operational form of changes in the styles of the management. For instance, when
the companies have wished for implementing the participative form of decision making
that also might need the changes for the hierarchical structures.
Starting with two forms of platforms that have no tactical form of intervention that
can effectively fix a flawed form of strategy and that of most of what is written about
leading change is tactical, that are commonly observed as a strategy. The Governance
and the risks of Psychology observe some of the major pitfall that have been the realm
of where the math meets the people (Lozano, 2013). It has also been observed that the
decision-making in the Complicated and Ambiguous Environment, introduces two

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important tools for decision making and discusses the human side of analytics. The
tactics that are based on the changes are a much better traveled for of territory than the
change strategy.
The Change in the management will always be very well defined as the
continuous form of process of renewing the direction towards the organization for
serving the permanent form of needs for the external and the internal customers’
(Moran and Brightman, 2014). As referred by Burnes (2014) there are several change is
the feature that are always present in the life of the organization at both the level of
operation and the level of strategic enhancement. During the change in an organization,
it is very essential for the managers to have a proper communicate about the actual
reasons for the change and about the processes that are needed to make the changes
(Lozano, 2013). For instance, if the team of management regards for the
implementation of the specific procedure that will help in the improvement of the
production of the particular workforce, they will obviously require a large amount of
initial form of labor for getting the new sort of procedure. up and running, they should be
able to communicate that why there are changes in the procedure is necessary
(Gibbons, 2015). However, if the staff understands why there is a change that is taking
place, they will be more likely to agree with the different forms of implementation and
observes the importance of the change (Benn Dunphy & Griffiths, 2014).
Proper form of training and education are the essential form of features that the f
employees should have for the understanding and then adapting to the changes in the
workplace. However, when there are new forms the processes are put into the places,
the employees will obviously be very much unfamiliar with the different process and how
these plans will be fitting in the daily workflow (Gibbons, 2015).
However, the main changes that happen inside the workplace is that some of the
employees may experience discomfort about the ongoing change, especially towards
these employees and they are mostly affected by the form of change. It is highly useful
for some employees to have the program that are established through the human
resources that holds the responsibility for helping them to adapt to the new form of
changes (Anderson, 2016).

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Researches provide various steps for managing the successful form of changes
that are to be monitoring that how the changes are playing out of the organization
(Anderson, 2016). This process can be performed by observing the several form of
historical data and examining them that how the employees of the organizations
are performing with the absolute change that are compared to how they were
performing in the past. Additionally there is management that will want to monitor how
the change is actually affecting the overall process of production (Anderson, 2016).
However, if the changes are not improving the procedure after the initial
implementation, the management may generate various procedures through which the
changes can be successful.
It is very much evident from the above essay that the change has always been
present as the element that can always affects all the organizations (Anderson, 2016).
Therefore, it is very important for the successful management for having a change in the
required skills and planning in the organization. However, there are various forms of
changes in the structure of the management of the organization that have currently tend
to be very reactive, discontinuous and for the ad hoc with a failure that have been
reported about 70 percent of all change program initiated (Balogun and Hope Hailey,
2014). In order for constructing the framework, it is highly recommended that the further
studies that are exploratory for the nature of the changes and how they are being
managed should be formally conducted. These studies are there to identify the critical
success of the factors that are needed for the change in the management. The essay
also suggests that there are several methods that are there for measuring the success
of the change in the organization management and it should be designed in such a
manner that it can evaluate the main importance of any new form of frameworks that
are suggested.
References

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THE SCIENCE OF SUCCESSFUL ORGANIZATIONAL CHANGE
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