When a company decides to introduce a new line of services, this kind of expansion may require new technology and employment or re-deployment of people. These employees may be hired or trained depending on the situation. 2.3.0 STRATEGIC MANAGEMENT AND ORGANISATIONAL CHANGE Since organisational change is meant to re-direct the organisation, the issue of strategic management takes prominence. Organisations, like the ZRA, are now operating in an environment where the range of environmental variables is so great, their managers need to adopt and apply strategic management and corporate planning in the process of organisational change and development. This is where the change in management style comes in.
1. Organizations all over the world are struggling to be successful in an increasingly competitive, complex, political, global and economic environment. In my opinion, there is no one best approach/theory to manage organizational change. When we are talking about managing change, it is important to make it clear in mind that people are the focal point in change management (Kotter, J. P.1996). It is essential to mention that organizations do not change; it is the members of the organizations that change.
It is said that changes in the workplace is due to the ever-changing nature of work and role of the workplace in business strategy (O’Neill and Wymer, 2011). Several factors has contributed to the change in the workplace and one of it is the evolution of technology. Technology has made life simpler by making it possible to communicate through several platforms and enable us to
But many authors say that, to bring change in the organisation, lots of planning is required, lots of strategies are to be formulated, and they are to be checked against the present and past scenarios, so that they create value to the organisation and the customers when implemented. Authors of this book majorly concentrated on the change management model which is built on Kurt Lewin’s model. This model
Q1) Today’s organizations have to deal with dynamic and uncertain environments. In order to be successful, organizations must be strategically aware. They must understand how changes in their competitive environment are unfolding. They should actively look for opportunities to exploit their strategic abilities, adapt and seek improvements in every area of the business, building on awareness and understanding of current strategies and successes. Organization must be able to act quickly in response to opportunities and barriers.
In addition, research has proven that for a change to be effective, change efforts should be focused on the people because organization is a collection of people working towards a common goal (Griffin & Moorhead, 2013). Apparently, people are the most important factor in initiating change (Griffin & Moorhead, 2013). However, leading people through organizational change is a challenging process as the change may create a great uncertainty regarding works such as beliefs, values, orientations, behaviours and skills (Thomson & Thomson, 2012).This uncertainty can affect the employees in terms of job commitment and job satisfaction and directly affect their performance (Yu,
Increased pressures to implement revolutionize initiatives and respond efficiently to growing competition is what business leaders are facing in the environments Lüscher & Lewis (2008). Going by the words of Mahesh & Suresh (2009), change often involves organizational developing new job functions, restructuring, or creating new organizational departments. the need for organizational change is often recognized at higher levels in organizations, developing strategies on how to communicate successfully, change programs has not been forthcoming. Communication is one of the most important and dominant activities in organizations. Communication is more than mere speech, document or thought.
The employees clearly oppose the change implemented by the organisation as it alters their position and affects their zone of specialisation and comfort. The changes implemented changes the work nature of the managers putting them in different working environment, different team and they might be forced to work with delay in promotions (Burnes, 2004).Organisations need to change its approach and tactics in accordance with the rapidly changing world by making internal agreements and arrangements to meet with that of external competitive market. At times the change may lead to
Regardless of whether change is initiated or unplanned; Change affects four basic aspects of the company: its strategy, technology, structure and Employees; so in designing any form of change strategy these key components will need to be carefully reviewed. Change in a struggling organization For an organization that is struggling to remain competitive and would want to implore some change processes it is important to emphasize that although
Whenever a company starts a change plan, it should always start with top management. When top management takes initiative they give a good example for the rest of the company to follow. Involve every layer. Adding the smallest employees into your change plan is the smartest thing you can do. They will always add value and information that is critical to your plan.