Concept of Organizational Changes †MyAssignmenthelp.com

Question: Discuss about the Concept of Organizational Changes. Answer: Introduction Organizational change managementhighlights on the framework that involves in managing the new changes in the culture and structure of the organization. This study deals with the impact of the organizational changes on the contemporary organizations and the potential factors for which thechange management program fails within the organization. Concept of organizational changes Organizational changes refer to the changes in the existing strategy, technologies, structure, culture and the operational method. However, changes can be taken place through a continuous process or for the distinct period of time. According to the failure induced change theory, an organization incorporates new strategy in their existing system while they fail to fulfill their business objectives. Programs, routine and the standard procedures are considered as the base of a stable organization. However, if such standards are changed then organizational changes take place (Mees, McMurray, Chhetri, 2016). According to the dynamic capabilities model, standard process and routine facilitate the organizational change. In order to enhance the productivity and achieve the competitive advantages, the old strategies and the operation process need to be updated. On the other hand, in order to develop the skills of the employees and for the fast operation technological changes are required within such organization (Voet Vermeeren, 2017). Importance of the organizational changes in context of contemporary organizations Issues related to workforce management, talent management and the establishment of communication often occur in the contemporary organization as the contemporary organization includes matrix structure, various teams, project structure and so on. In order to manage the workforce and establishment of the better communication in matrix structure changes are necessary for the contemporary organizations. However, proper training should be provided to the employees in order to develop their technical skills as the incorporation of modern technology is crucial in the traditional operating system to maximize the productivity(Mills, 2017). Implementation of different languages within the working culture will enable the organizations to develop their communication process in the matrix structure, which empowers the employees in the decision making. This will lead the organization to engulf the growth opportunity by developing the good relationship with their employees. Changes allow the organizations to achieve the competitive advantages by minimizing their struggle and leading the organization to the progress. Customer satisfaction is another opportunity for the organization that can be achieved through implementing changes as the use of advanced technology enables the consumers to make the direct connection with the organization through internet, this is crucial to express their feedbacks and needs regarding the product or service of an organization (Burke, 2017). Identifications of the reasons for which the change programs are failed within the organization Organizational changes are failed sometimes or remain under achieve as different factors influence negatively thechange management program. Poor planning that affects the success of the implemented changes based on the organizational goal. However, if there is poor communication between the stakeholders then their decision making regarding the changes is affected. Next due to lack of clear performance, focus and skills the implemented changes are destroyed as a result the organization are affected (Creasey, Jamieson, Severini, 2016). As for example, Steven Sasson the Kodak engineer introduced first digital camera in the year 1975. However, when the company started to incorporate digital strategy in their business it was too late as a result in the year 2000 this strategy was completely failed and the company was affected badly (Sultan Bunt-Kokhuis, 2012). Kodak did not innovate the marketing and design strategy despite they had used innovation pyramid framework, which led them towards the disruption. Hence it can be said that there was the lack of proper planning while implementing the changes, as a result, the changes are failed to get success in the context of Kodak. Discussion of the other reasons for the failure of change management Inadequate leadership, inappropriate changing criteria, and winning strategy are the other vital reasons of the failure of changemanagement within an organization. However, if the organization succeed through their strategy then over confidence grows, which affects the success of change management as the organization is distracted from their goal. On the other hand, inadequate leadership and poor changing criteria hamper the implementation of change management as it develops an unclear vision regarding the changes to the stakeholders. As for example, unfreeze, movement and refreeze are the three steps of change management. Hence, British Airway faced the issue in the unfreeze stage as it started a long cost cutting process without identifying the issues that caused huge employee turnover. However, the vision regarding such changes was not clear and the leadership was inadequate as they failed to motivate the employees. As a result, the employees left the organization and the change m anagement strategy was failed (Mills, 2017). Conclusion The entire study focuses on the different aspects of change management and its advantages and reasons of failure with proper case studies. It can be concluded that if the goal of the organization is not clear regarding a change in the existing system then it will be difficult for the organization to achieve success. References Burke. (2017). Organization change: Theory and practice. London: Sage Publications. Creasey, Jamieson, Severini, R. . (2016). Exploring the relationship between organization development and change management. Leading Transformation and Change, 330-337. Mees, McMurray, Chhetri, . (2016). Organisational resilience and emergency management. Australian journal of emergency management, 38. Mills. (2017). The Case of British Airways. London: Emerald Publishing Limited. Sultan, Bunt-Kokhuis, . v. (2012). Organisational culture and cloud computing. Technology Analysis Strategic Management, 167-179. Voet, V. d., Vermeeren, . (2017). 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