Organisational Change

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‘Organizational change is about reviewing and modifying management structures and business processes.’ (Basu, 2015) In short organisational change is how an organisation adapts to stay up to date with not only their competitors but with economic climate and external influences. It needs to be controlled and organised as without change an organisation may fail but also with change comes risk. It can be difficult to achieve successful change as not all organisations manage to complete the implementation of change. Which leads to the question of why initiatives are said to fail? It all comes down to the leadership and culture of an organisation. The two come hand in hand. An organisations culture is stemmed from its leaders, it’s a shared vision. …show more content…
Be this due to inadequate training, over management or unrealistic time framing of initiatives themselves or the communication between the leaders of the change and the stakeholders involved. ‘lack of effective leadership has been identified as an inhibitor of effective change.’ (Unkown, 2014) It is important that organisations adopt the correct style of leadership to implement their change in regards to scale of change as well as organisation size. An organisation with a smaller workforce and size may have a different leadership style to that of a larger organisation who may need to be more monitored and controlling with the …show more content…
For an organisation it is important that they communicate . Communication creates a shared vision for the change and can have an impact on the organisations culture.
From this shared vision the leader can move onto creating the change which may involve eliminating resistance. Depending on leadership style this can be achieved with effort. If the leader chooses to have more of a dictatorial management style resistance may be greater as stakeholders do not feel appreciated whereas with a team management style the stakeholders may feel like they can have a say in the changes which may improve the initiative as a whole.
Once each stage or once the change has been completed the organisation will refreeze the initiative, thus giving time for them to reflect on each stage and come up with ways of which the change may work better in the future. They may also decide to publicize their successes or even failures for future reference or to encourage more change. What is important at this stage is that the organisation embraces the outcome of the change in order to make them

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