In modern era economy, organisational change is necessary in order to cope and to remain exist in the business, it happens continuously due to rapid change in business environment either internal or external. It is considered very important for an organisation perspective in terms of success, for better customer satisfaction and creating new competitive advantages, eliminating those activities which does add value to organisation operation. Change is not always easy and people organisation may resist if their voice suppressed and as a result a resistance is created. Change, Resistance and importance Change in any organisation occurs either internally when an organisation changes it vision and mission from present state to desired one or externally when it is facing issues related to PESTEL Political, Economical, Social, Technology, Ecological and Legal in order to cope with change in the way organisation do business Fiona GRAETZ,
The objectives of OD are: In other words, these programs[ which? But broadly speaking, all organizational development programs try to achieve the following objectives: Organizational development helps in making employees align with the vision of the organization encouraging employees to solve problems instead of avoiding them strengthening inter-personal trust, cooperation, and communication for the successful achievement of organizational goals encouraging every individual to participate in the process of planning, thus making them feel responsible for the implementation of the plan creating a work atmosphere in which employees are encouraged[ by whom?
This, in turn, leads to greater personal, group, and organizational effectiveness. Change agent[ edit ] A change agent in the sense used here is not a technical expert skilled in such functional areas as accounting, production, or finance.
The change agent is a behavioral scientist who knows how to get people in an organization involved in solving their own problems. A change agent's main strength is a comprehensive knowledge of human behavior, supported by a number of intervention techniques to be discussed later.
The change agent can be either external or internal to the organization. An internal change agent is usually a staff person who has expertise in the behavioral sciences and in the intervention technology of OD.
Beckhard reports several cases in which line people have been trained in OD and have returned to their organizations to engage in successful change-assignments. In their three-year study of UK healthcare organizations, the researchers identified three different mechanisms through which knowledge leaders actively "transposed", "appropriated" or "contended" change concepts, effectively translating and embedding these in organizational practice.
In such a case, the "contractual relationship" is an in-house agreement that should probably be explicit with respect to all of the conditions involved except the fee.
Sponsoring organization[ edit ] The initiative for OD programs often comes from an organization that has a problem or anticipates facing a problem. This means that top management or someone authorized by top management is aware that a problem exists and has decided to seek help in solving it.
There is a direct analogy here to the practice of psychotherapy: The client or patient must actively seek help in finding a solution to his problems.
This indicates a willingness on the part of the client organization to accept help and assures the organization that management is actively concerned. The basic method used is known as action research. This approach, which is described in detail later, consists of a preliminary diagnosis, collecting data, feedback of the data to the client, data exploration by the client group, action planning based on the data, and taking action.
Parts of systems — for example, individuals, cliques, structures, norms, values, and products — are not considered in isolation; the principle of interdependency — that change in one part of a system affects the other parts — is fully recognized.
Thus OD interventions focus on the total cultures and cultural processes of organizations. The focus is also on groups, since the relevant behavior of individuals in organizations and groups is generally a product of the influences of groups rather than of personalities. This includes improved interpersonal and group processes, more effective communication, and enhanced ability to cope with organizational problems of all kinds.
It also involves more effective decision processes, more appropriate leadership stylesimproved skill in dealing with destructive conflict, as well as developing improved levels of trust and cooperation among organizational members.
These objectives stem from a value system based on an optimistic view of the nature of man — that man in a supportive environment is capable of achieving higher levels of development and accomplishment.
Essential to organization development and effectiveness is the scientific method — inquiry, a rigorous search for causes, experimental testing of hypotheses, and review of results.
Self-managing work groups allows the members of a work team to manage, control, and monitor all facets of their work, from recruiting, hiring, and new employees to deciding when to take rest breaks.Ken Wilber's AQAL, pronounced "ah-qwul", is the basic framework of Integral Theory.
It suggests that all human knowledge and experience can be placed in a four-quadrant grid, along the axes of "interior-exterior" and "individual-collective". 🔥Citing and more!
Add citations directly into your paper, Check for unintentional plagiarism and check for writing mistakes. Organisational Change Management: A Critical Review RUNE TODNEM BY Queen Margaret University College, Edinburgh, UK ABSTRACT It can be argued that the successful management of change is crucial to any organisation in order to survive and succeed in the present highly competitive and continuously.
According to the (Caetano, ) for the successful Business it is very important to make changes because it is a demand of time.
Organizational change is the process of transformation. It may be cause success or failure (Hage, ). Importance of change: Different authors explained the importance of change in different way. Organizational Change Sample Paper.
Abstract. An organization that has great strategies but does not have a culture that can allow it to put the strategy into action seizes to be a prosperous organization. The purpose of this paper is to look into how organizational culture influences success in change strategies.
Organization development (OD) is the study of successful organizational change and performance. OD emerged from human relations studies in the s, during which psychologists realized that organizational structures and processes influence worker behavior and initiativeblog.com recently, work on OD has expanded to focus on aligning organizations with their rapidly changing and complex.