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Blog 1: What is organisational change?
Organisational change refers to any situations regarding improvement or modification in the organization that involves the organization’s stakeholders’ physical or psychological participations (Oreg, Michel & By, 2013, p.4). For example, change in organisational structure, the implementation of new organisational procedure or change in job designs. According to Goodstein & Burke, there are two levels of organisational change that consists of;
1. Fundamental change is the huge scale change in the organisation’s orientation or culture.
2. Modest change is the change that aims to enhance the organisation’s performance, modify procedure, make alteration or solve the problems (2003, p. 6).
In order to understand more about …show more content…
One of the classic case studies in change implementation failures is Kodak. The company was extremely successful during 1990’s as the market leader for 90% share of film and camera sales in USA together with top fourth of the most valuable brand in the world (Rangen, 2012). The reason of Kodak’s declination wasn’t about technology because the company succeeded in digital camera invention in 1975 furthermore Kodak created Ofoto as a photo sharing in 2001 that before Facebook was established. However, those innovations didn’t announce to the public, Kodak’s management was scared digital camera to crash a film market that is their core business at that time (Anthony, 2016). Kodak was conscious of digital trend and started planning digital strategies in 2000 that it was too late. The main reason of Kodak’s downfall is Blindness to the vision. The right vision is the crucial stage in Kotter change model because vision provides an organisation’s picture in the future and gives a direction for change that helps an organisation to answer the stakeholders, why the change is need and what we change for (Appelbaum, Habashy, Malo & Shafiq, 2012, p.
Blog 1: What is organisational change?
Organisational change refers to any situations regarding improvement or modification in the organization that involves the organization’s stakeholders’ physical or psychological participations (Oreg, Michel & By, 2013, p.4). For example, change in organisational structure, the implementation of new organisational procedure or change in job designs. According to Goodstein & Burke, there are two levels of organisational change that consists of;
1. Fundamental change is the huge scale change in the organisation’s orientation or culture.
2. Modest change is the change that aims to enhance the organisation’s performance, modify procedure, make alteration or solve the problems (2003, p. 6).
In order to understand more about …show more content…
One of the classic case studies in change implementation failures is Kodak. The company was extremely successful during 1990’s as the market leader for 90% share of film and camera sales in USA together with top fourth of the most valuable brand in the world (Rangen, 2012). The reason of Kodak’s declination wasn’t about technology because the company succeeded in digital camera invention in 1975 furthermore Kodak created Ofoto as a photo sharing in 2001 that before Facebook was established. However, those innovations didn’t announce to the public, Kodak’s management was scared digital camera to crash a film market that is their core business at that time (Anthony, 2016). Kodak was conscious of digital trend and started planning digital strategies in 2000 that it was too late. The main reason of Kodak’s downfall is Blindness to the vision. The right vision is the crucial stage in Kotter change model because vision provides an organisation’s picture in the future and gives a direction for change that helps an organisation to answer the stakeholders, why the change is need and what we change for (Appelbaum, Habashy, Malo & Shafiq, 2012, p.