Organizational Changes Management Samples †MyAssignmenthelp.com

Question: Discuss about the Organizational Changes Management. Answer: Organizational change: Organizational change can be defined as the amalgamation of the different factors that initiate any form of transition in the organizational sector and affect the regular business processes in any manner. It is this type of change, which will either add or omit variables within the organizational structure and will have a significant impact on the outcome of the organizational processes of that particular company (Magezi, 2013). An organizational change can be either beneficial or detrimental to the company and it will depend on the efficacy of the change management plan and its effective implementation in the business organization. In addition, in order to have a successful implementation of a sound change in management plan where each stakeholder is associated with the business organization need to cooperate in harmony. Need for organizational change: A business organization runs on the foundation of adaptation, and failing to do so will only bring failure to the company and its reputation in the market. On a more elaborative note, it has to be understood that the economy is no longer, where it used to be. The global financial crisis and the changes that it has brought forward in the economy are substantial and the recession is a conspicuous proof of it. Moreover, it also needs to be considered that recession has dealt a significant number of blows to the money market and every single corporate sector is still struggling to overcome the burns of the blows (Roslan, 2013). Along with that the recent age of consumerism and cut throat competition in the corporate world the customer demands are changing every single day. Moreover, in order to cope with the situation and sustain in the market different business processes are changing significantly as well. In this scenario the impact of organizational change is paramount and all the con temporary organizations should take advantage of change they are facing and appreciate and analyse the scope and scale of changes being implemented. Achange management plan can be implemented that will not only cater to the change but will also be able to use it for the benefit of the organization. Failure of change management plans: Thepurpose of a change management plan is to locate the variables of an organizational change and the impact each of the variables is making on the business processes of that particular organization and figure out techniques that can reverse. The negative impacts of the particular change or can use it to the benefit of all the stakeholders associated with the organization (Waddell, Creed,, Cummings, Worley, 2013). There are many reasons why organizational changemanagement plans fail to elicit all this benefits for the organization. One of the major reasons why a change management plan will fail in a particular transitional situation is the fact that the employees do not comply with the change management plan or the stakeholders do not cooperate with the plan. It has to be understood that an organizational change does not just impact any one or two sector of the business rather it impacts all the sectors equally. Hence even if one of the sectors does not participate in thechange mana gement plan equally, it will not bear the fruit that has been expected of it under any circumstances (Lozano, Ceulemans, Seatter, 2015). Failure of change management plans: As mentioned above, there can be a magnitude of different reasons for a sound change management fails to minimize change impact in organization. Another very important reason that can lead to failure of a change management plan even after equal and justifiable effort and cooperation from all of the stakeholders associated with the business is the fact that the change management plan does not cater to all the variables of change being implemented. It has to be understood that when a change is brought forth in a particular business organization, the impact of that change may have different layers and each layer with have different change variables (Hayes, 2014). An effective change management plan will need to recognize each of those intricate variables and cater to all the minute impacts each of these variables will have on the organization. If a change management plan does not take into consideration all of the variables of the organizational, regardless of how insignificant it may s eem, the change management plan will fail to produce any positive results. (Otchere-Ankrah, 2015) Bibliography Hayes, J. (2014). The theory and practice of change management. . Palgrave Macmillan. Lozano, R., Ceulemans, K., Seatter, C. S. (2015). Teaching organisational change management for sustainability: designing and delivering a course at the University of Leeds to better prepare future sustainability change agents. Journal of Cleaner Production. Magezi, V. (2013). The role of Leadership Change Management in Achieving Sustainability of ZAN Organisations . Doctoral dissertation, Management College of Southern Africa. Otchere-Ankrah, B. (2015). Managing Organisational Change: The Experience of Driver and Vehicle Licensing Authority (DVLA) of Ghana. . International Public Management Review. Roslan, N. A. (2013). Managing Change Resistance Among Employees. Doctoral dissertation, UMP. Waddell, D., C. A., Cummings, T. G., Worley, C. (2013). rganisational change: Development and transformation. . Cengage Learning.