Organisational Change Management Essay Example | Topics and Well Written Essays - 3000 words - 5

Organisational Change Management - Essay Example For organization or firm to achieve sustainable change it need to begin with clear understanding of the current state of the firm , then followed by implementation of appropriate and targeted strategies ( Capps & Hazen, 2002). Whereby the focus of change management will be on the outcome that will emanate from change. The new arrangement need to be clearly understood, where the change process usually apply mainly to structural or task change which can either be transformational or incremental (John & Suzy). From Cao and McHugh (2005), Organization change is often stimulated by external factor, which often lead to loss of market opportunity and dramatic increase in services. Organization undertake technical, structural and strategic shift. Thus organization evolve to different level in their life cycle e.g. an organization can change from being reactive organization to a more proactive and stable organization (U.S. Congress, 1990). Key changes in D2 firm include those presented by com peting firm, world economic crises’, increased competition from well-developed firm, competition from international market. In responding to these changes D2 need to change and improve the product and the way they channel those product to the market. It is not only D2 that is facing substantial change, many similar firm are facing similar changes where global competition and technology innovation are transforming the expectation of involved work force (Byeon, 2005). D2 to mange within the emerging environment need to adapt and adaption mean change, it is a fact that we can replicate yesterday practice and expect to achieve the success we had in the past , reality is that yesterday assumption and practices are no longer valid and may no longer work for today thus , if a firm is to maintain competitive advantage , and deliver strategic objectives. Attract and retain base customer, a firm need to respond to respond to new circumstances in a very proactive, measured and in an agi le manner (Brown & Eisenhardt, 1998). It can be inferred from Boulding (1956), that a comprehensive management change strategies should lead to the desired objectives in a way that create sense that enable sustainable and measurable improvement in a way that build capability of responding in the future. Organization face strong resistance to change, this mainly because people often have fear of unknown ( Beeson & Davis, 2000), while many people think things are fine the way they are and don’t understand the immediate need of change, hence recognizing the need of change and acting on it can proof to be difficult decision for managers and leaders to implement (U.S. Congress, 1990). Change require proper management of people confusion and anxiety, (Bausch, 2002) on the other hand management of people excitement over the change and engagement, this are major emotion that most managers find difficulty in handling (Ashmos & Huber, 1987). Management of change process play fundamenta l role in the success of change oriented project (McKenna & Mitchell, 2007). Many people are often inherently cynical about change, and conflicting goals during change process often set drawback to organization change (Alter, 2007). Resistance is often seen as natural defense mechanism for those who are at the verge of losing something (Tsoukas, Haridimos & Robert ,2002), hence reason for resisting change are so varied, they can include loss of security, money