Importance of Organizational Change Samples †MyAssignmenthelp.com

Question: Discuss about the Importance of Organizational Change. Answer: Concept of organizational change Organizational change refers to the modification of the existing structure in an organization. However, incorporation of the new features or developments of the new infrastructure in an organization is also associated with the organization change. In order to gain competitive advantages it is crucial for an organization to carry out their business operation efficiently and effectively (Morin et al., 2016). Any business should embrace change in their organization to achieve the success. Change allows the business to alter their working environment. On the other hand, some internal and external forces are associated with the organizational change as these make an easy way through which the change can occur frequently. Political, social, economic and technological factors involved in the change management. However, change can be positive or negative. It may lead the organization towards success or affect its continuity (Benzer et al., 2017). In the contemporary organization, change can improve the efficiency of the staffs as well as the organizational performance. On the other hand, it can be said that individuals are accustomed to a specific lifestyle and any variation in this life can be termed as change. In an organization, change may bring positive culture in the workplace that will lead the organization to meet the goals. Importance of organizational change for the contemporary organization Fast moving environment is crucial for any business in the recent years to gain the competitive advantage in the global market. However, without incorporating a change in the system the business will lose their competitive edge (Burke, 2017). Without a change, the business cannot be able to meet the demand of the customers and to build the base of the customer loyalty. Implementation of the change in the contemporary organization makes the organization dynamic. On the other hand, organizational change enables the business owner to address the issues in their system and develop a necessary solution to mitigate such changes. When an organization face changes then they need to identify the scope of the changes from which they get benefits. Change focuses on the adoption of new technology that is crucial for every organization (Doppelt, 2017). Through the implementation of the changes in an organization, the contemporary organization can increase their productivity. Customer needs change over the time, as a result, it is important for the organization to embrace change and meet the growing demand of the customers. Therefore, change gives an opportunity to the employees to learn more and develop their skills, which makes them creative and allows them to share new ideas regarding the organizational success. Training is a crucial part of the organizational change to develop the skill of the employees. Discussion of the reason for which the change management fails in an organization Poorplanning of the change management is a big reason for the failure of new changes in an organization (McLean, Antony Dahlgaard, 2017). However, often the leaders in an organization focus on the implementation of a new system in a business without preparing a proper planning. This affects the success of a changemanagement in an organization. Lack of resources is another barrier to the successful change management. Due to lack of financial and human resources change management fails. On the other hand, inadequate support from the leaders is another big reason for the failure of change management as if the stakeholders are not involved properly then it is hard for the organization to facilitate change. As for example, Nokia has introduced an open source strategy and created a hybrid model in their business to gain competitive advantages. However, the stakeholders engagement in this process was very poor as there was a communication gap (Ciesielska, 2017). Hence, the stakeholders wer e unable to share their vision with the leader. It is important for an organization to engage their stakeholders while transferring their business from one-step to another (Eberhart et al., 2017). Due to the poor collaboration of stakeholders implementation of the hybrid model in Nokia failed and the position of Nokia in the mobile technology market becomes affected. Discussion of the further reason for the failure of change management in an organization Leaders often focus more on the system rather than the people of an organization while implementing a change in the organization (McLean, Antony Dahlgaard, 2017). This is a big factor for, which the organizational change fails. On the other hand, a mismatch between the organizational culture and the new system is another big reason that affects the success of the organizational change. As for example, Avinor is the Norwegian airport management and air navigation service provider faced challenges during their change management. However, there was a mismatch between the implemented change and the type of the organizational culture (Lofquist, 2011). They have implemented a new operation system in their business. During this process, the authority of the organization did not follow the organization culture, which led the organization to face issues during their change management. However, it is important for the organization to implement change that should fit with organizational cultur e to gain success. Hence, in the context of Avinor, the change management failed due to the dissimilarities between the implemented change and the organizational culture. References Benzer, J. K., Charns, M. P., Hamdan, S., Afable, M. (2017). The role of organizational structure in readiness for change: A conceptual integration.Health Services Management Research,30(1), 34-46. https://doi.org/10.1177/0951484816682396 Burke, W. W. (2017).Organization change: Theory and practice. Sage Publications. Ciesielska, M. (2017). Nokia on the slope: The failure of a hybrid open/closed source model.The International Journal of Entrepreneurship and Innovation, 1465750317742843. https://doi.org/10.1177/1465750317742843 Doppelt, B. (2017).Leading change toward sustainability: A change-management guide for business, government and civil society. Routledge. Eberhart, R. N., Eesley, C. E., Eisenhardt, K. M. (2017). Failure is an option: Institutional change, entrepreneurial risk, and new firm growth.Organization Science,28(1), 93-112. https://doi.org/10.1287/orsc.2017.1110 Lofquist, E. A. (2011). Doomed to fail: A case study of change implementation collapse in the Norwegian civil aviation industry.Journal of Change Management,11(2), 223-243. https://doi.org/10.1108/JSMA-06-2014-0041 McLean, R. S., Antony, J., Dahlgaard, J. J. (2017). Failure of Continuous Improvement initiatives in manufacturing environments: a systematic review of the evidence.Total Quality Management Business Excellence,28(3-4), 219-237. https://doi.org/10.1080/14783363.2015.1063414 Morin, A. J., Meyer, J. P., Blanger, ., Boudrias, J. S., Gagn, M., Parker, P. D. (2016). Longitudinal associations between employees beliefs about the quality of the change management process, affective commitment to change and psychological empowerment.human relations,69(3), 839-867. https://doi.org/10.1177/0018726715602046