1.What is Organisational Change?

 

2.Discuss why it is necessary for Contemporary Organisations to appreciate the scale and scope of the change they are facing.

 

3.Discuss some reasons why some change programs in Organisations fail, or under-achieve, on the intended goals and then illustrate with a case example.

 

4.Discuss further reasons why some change programs in Organisations fail, or under-achieve, on the intended goals, and then illustrate with a different case example.

 

 

1.Organizational change is an crucial business process that potentially contributes in continuous organizational quality improvement process. It is about reviewing the organizational procedures and modifying them, according the current requirement and scope of improving the quality of business procedures. Changes are important for evolution and advancement. To stay a step ahead in the competitive market, organizations should look forward for adapting and conducting procedures that would help in enhancing organizational sustainability, while making the business processes more cost effective. There are several external and internal factors that can either drive or hinder adaption of change in an organization (Laamanen, Lamberg & Vaara, 2016) Adapting change may be difficult and risky for the organization, which is due to resistance from the stakeholders. However, successful organizational change leads to improved quality of organizational functions and satisfaction of stakeholders, while accomplishing the goals of the organization successfully.

2.Organizational change can be considered as the ladder, through which the companies climb up to the top level of success and business sustainability. There are several reasons, why organizations should always cherish or appreciate their scale and scope of change adaptation. For instance, change is crucial for being competitive or building up competitiveness. It is not always necessary that change adaptation will lead to some major transformation. Change helps the organization to explore the scope or opportunities the organization has, in order to improve the organization’s position or brand image in the local or wider business market (Platzek, Pretorius & Winzker, 2014). In today’s era, it is very important to be accustomed with technological advancement, which can be introduced in an organization through transparent change implementation, which would help to scale up the organizational status to its customers, thereby leading to satisfaction of both customers and employees.

3.There are several factors, which are significant contributors in the failure of organizational change. For instance, the organization should have a clear focus about its performance and there should be a relation between the change expectations and business results. In absence of a clear focus and understanding the current needs of the target market, change program may lead to failure. Another aspect is a winning strategy; while adapting a change, there should be an appropriate plan that would surely lead to success. A poor and non-transparent planning of change would lead to failure. Another reason of failure is lack of communication about the change by the management with all the stakeholders. In addition, change should be systematic and controlled properly (Bridges & Bridges, 2017). A well known bookseller, i.e. Borders failed to attain these criteria, when they attempted to bring a revolution in book retailing. On achieving market dominance, the organization attempted aggressive steps; lack of control over internet sales channel, poor attention, lack of clear focus led to decline in their productivity and led to major wastage

4.Several internal and external factors are contributing to the success of a change program in an organization. Lack of attention or consideration of these factors may lead to failure of successful implementation of these plans. For instance, lack of commitment is great flaw; especially from the leader’s perspective, as a leader is the key to drive the change through his fellow. Nokia is a key example of failure in leadership commitment and lack of attention towards the advancement of the particular business market and customer demands. They failed to develop the necessary technologies. They lost relation with their customers, though they were recognized as customer-centric organization initially (Laamanen, Lamberg & Vaara, 2016). The result led to failure in accomplishing change implementation. The organization needs to provide training to the managers as well as the employees so that they can focus on their working. In such way, the organization will be able to implement the plans.

Reference List

Bridges, W., & Bridges, S. (2017). Managing transitions: Making the most of change. Da Capo Press.

Hayes, J. (2014). The theory and practice of change management. Palgrave Macmillan.

Laamanen, T., Lamberg, J. A., & Vaara, E. (2016). Explanations of success and failure in management learning: What can we learn from Nokia’s rise and fall?. Academy of Management Learning & Education, 15(1), 2-25.

Platzek, B. P., Pretorius, L., & Winzker, D. H. (2014). The vital entrepreneurial learning organization: a corporate mindset for entrepreneurial change management. International Journal of Innovation and Technology Management, 11(06), 1450044.