The study examined the following research questions:
1. Why did corporate leadership decide to make the corporate change?
2. What key initiatives were used to gain acceptance to corporate change?
3. What are the key resistance factors arise during the process of corporate change?
4. How is it determined if the corporate change was a success?
Ho: The necessity of corporate change skills is not growing in the corporate world in the era of post globalisation.
H1: The necessity of corporate change skills is growing in the corporate world in the era of post globalisation.
2. Literature Review
Citing global competition, flattening hierarchies, quality improvement programs, new technologies, the encouragement of entrepreneurial …show more content…
It is very important type of change because while going through any type of change it is important to create a need of change among all the participants. The corporate leader’s role is also very important in unfreezing because it requires a well structured way of implementation the change by managing the behaviour and attitudes of people working together. It also requires a strong commitment of all the people to work together for a stated common vision. Moving is the next phase in which corporate executive level identifies, plan and implement the appropriate strategies. In this phase it is also decided that either corporate has to go for incremental or radical changes. The vision of the leader is also very important for planning and implementing the strategies. All the strategies are shaped in this phase. The next step is to refreeze the change situation in which leader assists in stabilising the changes so that they become integrated into status quo. This is most important to understand for the corporate leaders that how to refreeze the changes because, if refreezing is incomplete or not mage properly the change will be ineffective and the pre-change behaviours will be resumed. Refreezing always encourages the possibilities of the further …show more content…
Caroli, Greenan and Cuellec (2001) have taken the skills discussion a step further, arguing that the accumulation of skills is an explanation for corporate change rather than an outcome of organizational change. Whether the need for skilled workers represents cause or effect of change, when Moran and Brightman (2000) advised managers to analyse the skills gaps that will always be created by change, it is not too great a leap to argue that corporations may need to bring in new people to fill those