Dissertation abstract organizational change

Dissertation abstract organizational change

organizational cultural change and its impacts on performance in public institution: the case of tanzania public services college keneth bahati a dissertation submitted in partial fulfillment of the requirements for the degree of master of business administration of the open university of tanzania Author: Bahati Keneth Dissertation Abstract Organizational Change provide the best homework solutions. We also have multilingual homework helpers so if anyone asks us, “Can you do my homework in Spanish?” then we say YES we can as we have Spanish writers available to do this job Dissertation Abstract Organizational Change, How To Mention A Painting In An Essay, Phd Thesis In Wireless Communication, Question Paper These Year Subject Science Class 9

Sensemaking and identity management amidst major organizational change

Change and change management are two common terms used in organizations today. In some instances, it has been noted that they are used interchangeably though they have different meaning. Change is movement from the current position to a future position through a transition state while change management is supporting the individuals affected by the change during the transition state and adapt to the new organizational paradigm Burnes, The industrial revolution which started in Britain and spread to other parts of the now developed world initiated the scientific management which saw a shift from the traditional way of business to the new approach.

It was realized that the traditional management was no longer relevant in achieving the objectives that came as a result of the capitalist economy. Large companies and the governmental institutions started to shift to a better management approach that was viewed as more ideal. In the modern world, change is perceived as a continuous process and both the employers and labour force dissertation abstract organizational change to catch up in order to remain competitive dissertation abstract organizational change the market.

This synopsis is meant to establish change and how it has evolved with time, dissertation abstract organizational change, how change is managed in an organization, and the challenges that face change and change management.

This will be done through review of available literature on the topic of change and managing change, dissertation abstract organizational change. During the industrial revolution, it was realized that the approaches to labour that were used were not enough to steer companies to the realization of the new goals and objectives, dissertation abstract organizational change.

Excessive research was carried by several people who wanted to have the optimum productive of the employees. Leading the pack were Weber, Taylor and Fayol who coined scientific management in the 19 th century. Though they were writing form different environments and constraints, dissertation abstract organizational change, dissertation abstract organizational change idea was behind the approach and the proponents were the same, dissertation abstract organizational change.

Classical approach as is commonly referred to changed the whole perception on labour and that organizations were just made of individuals. It came into being as managers realized that the methods used then were inconsistent to responding to new challenges and opportunities. However, the classical approach soon became obsolete.

Critics argued that it was limited to a single dimension of the human motivation Burnes, The classical approach began to face opposition both at an intellectual and practical level in the s. Human needs were viewed as dynamic and money was not the only thing that gave motivation to the labour force.

This bore the human relationship approach which was the new paradigm that companies and individual were required to adopt. As expected, it faced opposition from dissertation abstract organizational change traditionalists who viewed it a radical system to the already established code of operation Burnes,dissertation abstract organizational change, A new approach come into being, the contingency theory, which viewed organizations as open ended system each having a unique way that works best for it, dissertation abstract organizational change.

It was favoured since it came at a time when technology was increasingly finding applications and being incorporated into management. Many viewed a simple approach to understand compared to the previously developed ways.

A company will have good performance if it adopts a structure than aligns their environment, technology and size Burnes, dissertation abstract organizational change, Competition and globalisation are constantly increasing in the modern world hence change management becoming increasingly important.

A systematic view of change management has been proposed that provides a characterization of change management from the viewpoint of modernism.

The approach to changes should be logical and executed in an orderly manner and takes it classification and relationships as alternatives to managing change. Managing change is one of the critical parts during the implementation of the new strategies that will make the organization remain relevant in the otherwise competitive markets Burnes, There are several reasons why organizations opt to adopting a new system or structure of doing business.

Whether for corrective measures, matching up with the prevailing market trends or even for steering the company ahead, the management at one time will have to make the some decisions that alter the normal approach of doing business Porras and Silver,dissertation abstract organizational change, Both the internal and external environments significantly influence how businesses operate and the changes that they can make.

Organizational politics, power and culture have significant influence on the process of change since they are key factors to the final decision and implementation process Burnes, dissertation abstract organizational change, The magnitude of change varies which demand different action dissertation abstract organizational change be taken by those in authority. Change or success does not require people to do dramatic action but just ordinary things done by the ordinary people in a competent way, dissertation abstract organizational change.

Managers have the ability to influence on the course of events and steer people to achieving the desired goals and objectives. In the same way, they are able to lead the subordinate staff into adopting the new set rules and guidelines that are deemed necessarily by the change. Understanding the group dynamics is very vital while dealing with change.

In any society, there are the ring leader and the less subtle section that tend to follow the majority side. Discovering these connections is very vital since the reception of the new ideology, structure or technology will be greatly influenced by these forces within the organization March, To have a better approach to the change management, the change process has been characterised as either planned or emergent.

According to Lewis Kurt, planned change aims at resolving conflicts by bringing dissertation abstract organizational change the various parties; managers, employees and change consultants. During the planned change process, self esteem and performance are significantly affected. The coping cycle was developed to show how people in an organization responded to the implementation of the planned changes.

In the initial stages, there is a lot of denial which is followed by defence as people feel threatened by the new approach. The management and the organization as whole then enter the discarding stage where the traditional ways are dropped, dissertation abstract organizational change, adaptation and finally internalization of the changes. This method has been categorically being called the three steps model which include unfreezing, moving and refreezing.

It relation to the five stage and effects on both performance and self esteem are shown below. Figure 1: Relation between the five stages and the three steps model Adopted from Burnes, Emergent change approach counteracts the proposition that there are universally accepted rules for change as proposed by the planned approach method.

Rather, it outlines five determinants that affect the success levels of change, dissertation abstract organizational change. Organizational structure, organizational culture, organizational learning, power politics and managerial behaviour are listed as the key factors that should be given considerations while managing change.

Change is achieved when all the people actions are linked at all levels of business. Some scholars, however, have proposed some flexible and general guidelines that should be followed under this method. The proponents of this approach argue that the operating environment is changing rapidly, dissertation abstract organizational change and in a very unpredictable manner.

The internal environment is thus forced to have continuous change so that it matches with the trends in the market Burnes, Dealing with the change is the most challenging part since people are generally resistance and comfortable with the existing methodologies. It has been noted that for people to be more accepting, the end results should be in their favour. Over the last century, there has been varying approaches that companies have used in executions of their dissertation abstract organizational change. However, it has been pointed out that there has always been a rift dissertation abstract organizational change the approaches used by the different parties involved.

It becomes crucial that those in power have the know-how on how to deal with the system individuals as they undergo through the transition stage and employ the new set code of action. If this is not taken into account, rift and strife will be prominent which will further hinder the process of changes. Understanding change and change management become crucial in order to be in a position to fit in into the new system. Several qualitative researches have been done to establish the core issues that impede the process of change.

Some of the key reasons why individuals and organizations resist change include misunderstandings, emotional side effects, lack of trust, fear of failure, personality conflict, uncertainty, fear of outcome, poor training, threat to job and breaking of work group.

The weight given to the above factor varies as per individual and the context of application. As much as change is expected in any system, people are not always receptive of the new organizational paradigm and in many cases tend to cling on the old methods. They argued that whether it is an administrative, technological or structural change, they will all face some resistance since the dissertation abstract organizational change was psychological at an individual level.

Resistance to change is a normal phenomenon that should be expected in any organization, dissertation abstract organizational change. It can be frustrating to managers if dissertation abstract organizational change efforts are not implemented by the subordinate staff. In this case, it is assumed the resistance to change is more of a psychological problem and to overcome it, one needs to change the mindset of the affected individuals and make them more receptive.

Alternatives to this psychological approach, strategies for overcoming change are offered regardless of the intended change. Changes can results to certain negative effects such as loss of status by employees. Several management practitioners and authors had come up with different approaches to the change process and common cycle that are undertaken for both continuous and episodic change. It is agreeable that the organization should set the right framework for change to be effective.

The range of situations that are faced determine to the right approach that should be followed Burnes,dissertation abstract organizational change, ; The process begins with establishing a team that will be involved in planning the change dissertation abstract organizational change setting the objectives and the intended outcomes.

The people within the organizational are then informed of the new strategy and its implementation process. It is the responsibility f the team to monitor the progress and issue corrective measures to align the progress to the set goals Burnes, The driving force behind the change of organizations has been a central and enduring quest by scholars and practitioners in the field of management, dissertation abstract organizational change.

It has proved to be hard to find the sequence of events that lead to the unfolding of the events of change. It is the dissertation abstract organizational change of the management to steer the organization in achieving the desired change.

One of the key problems that the management are facing today is the effects of globalization. The unified market has brought a new edge in sustainability, workforce diversity and business ethics Hage,dissertation abstract organizational change, The management is therefore required to devise new ways of approach to and implementation of change Burnes, They are expected to adapt or shift managerial roles since each single decision they make as far reaching effects and profound implications on within the organization and even in the society.

A clear line should be drawn between the role and responsibilities of a dissertation abstract organizational change and a leader and managers meant to understand when and how to act Burnes, Change has been described as an inevitable process whether at a personal level or in organization.

Since the onset of the industrial revolution, there have been drastic changes in business process as the management of various organizations and corporations try to remain equally competitive in the otherwise stiff market.

It has seen the emergence of newer theories and management approaches which were then replaced by newer methods and strategies while in search of the ultimate solution. The systems have been known to be very opposing to changes despite the positive outcome. Individuals as well as the top management have rejected changes that they termed as not in their favour or against their beliefs.

This has resulted to a new genre of management that deals with specially managing the change and the change process. Amazing Offers from The Uni Tutor Sign up to our daily deals and don't miss out!

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Sensemaking and identity management amidst major organizational change

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