The unescapable nature of the culture is “how things are done around here” has an important impact on the organizational operations and performances of the staff. An unproductive and more traditional culture will create lack of suppleness for the approval of an organizational challenge. 4.2.2 MAINTAINING STABILITY The formal organizational structure with a divided work load which gives insufficient definition of duties and responsibilities assigned with rules, procedures and working conditions will increase the resistance of employees for organizational change. A machine-like governmental organizational structure is very resistant for organizational change. Resistance to change, Management and Organizational behavior, 2005, p. 914 Example: cloke and Goldsmith refer to.
Moving: This step shifts the behaviors, values, and attitudes of the organization, department and individual to a new level. It involves intervening in the system through the changes in organization structures, process changes and development techniques. Also, there may be some confusion period during this stage as moving from the old ways to the new ways of doing things. 3. Refreezing: This step symbolizes the act of reinforcing, stabilizing and solidifying at new state and to a better level of performance after the change.
Meanwhile, external assessment focuses on the deeper analysis of political, economic, social and technological which is affecting the missions and vision of a company. Situation assessment is a systematic process that includes collecting the data, making analysis towards the information
Introduction Managers face decisions every day, especially decisions at strategic level. According to Papulova & Gozava (2016), strategic decisions are large-scale with high riskiness and difficult to change; they lead to future strategies and refer to both functions and academic disciplines; they are significant for the development of managers themselves and the major source of organizational learning. Thus, strategic decisions are attached with great importance in business management since they shape the company's direction and orientation in the future. H. Simon (1960) reckoned that the decision-making should be understood as a process. Combined with the process of human thought forwarded by philosopher Kant (Kant & Smith, 2003), it can
Social factors such cultural trends, traditions, population demographics, education levels and income distribution. Organizations need to be in tune to the needs of the society in order to address those needs. The company or organization may need to always change their management depending on the social trends, which always change with time. They also need to be alert about changes in social culture ate that place where they run their
Individuals dealing with human resource matters face a multitude of challenges, ranging from a constantly changing work force to the ever present scores of government regulations and a major technological revolution. Furthermore, global competition has caused organizations both large and small to be more conscious of cost and productivity. Because of the critical nature of human resource issues, these matters are receiving major attention from upper management. (D. Johns& Radebaugh, 2006) As organizations vary in size, aims, functions, complexity, construction, the physical nature of their product, and appeal as employers, so do the contributions of human resource management. But, in most the ultimate aim of the function is to: "ensure that at all times the business is correctly staffed by the right number of people with the skills relevant to the business needs", that is, neither overstaffed nor understaffed in total or in respect
ORGANIZATIONAL CHANGE There is a need for organizational change because the current and future trends in which the organizations survive demands change. The traditional way of doing business has lost its drift and now innovation and creativity has conquered the grip of business. Kotter in 1995 defines change management as the utilization of basic structures and tools to control any organizational change effort. I define organizational change as the systematic effort taken by the organization to challenge the status quo through its employees by providing them adequate and appropriate aids. Thereby it transforms the employees as catalysts of change.
Abstract Transorganizational change is the change in the arena of relationships between organizations that affect not only the single organization but impacts the whole network of organizations. It is a planned change in the network of relationships with a variety of stakeholders to accomplish something which is beyond the capability of a single entity or organization. Introduction Organization development OD is an ongoing, systematic process of implementing organizational change effectively. Its main objective is to improve organizational performance by handling its internal and external functioning of relationship. Few of the OD interventions categories are: Human Resource Interventions: These includes intergroup relations, large group
Today’s business world is evolving faster than ever before (Achrol, 1991). Nowadays business are forced to accept, receptive, efficient, innovative and adapt these new challenges to the business environment. Business environment is comprised a set of relationship between the stakeholders in the environment whichever the relationship that are changed by individual decisions taken (Wheatley, 1996). The change in the environment has been rapid and unpredictable where competitive advantages have been demonstrated in the most dramatically changes. Competitors have been applying the business strategy adapt to the dynamic and unpredictable nature of the business environment.
manage change given the unique situation of the project or initiative. Due to the dynamic nature of the market a strategic plan is needed for the survival of our organization. Changes like expansion , Diversification or closure of the various departments of the organization,