Organizational Change and Development Assignment

Organizational Change and Development - Assignment ExampleThis discussion identifies three perspectives, people, approach and method of change implementation at the broader level that impact change way process.Greek philosopher, Heraclitus, is known to be the first person who touched upon the changing nature of the world, in his words, you never beat into the same river twice, (Cameron & Green, p.10) and all is in flux (Stetson & Conti, p.29). This concept is equally apt to the world of business with increasing competition, meeting customers expectations, and finding new opportunities for growth in business, career and sustaining the competitive edge in the changing markets (McGrath & MacMillan, 2005). Organizations will have to embrace these challenges in ordinance to sustain in the competitive world. In order to achieve their goals, while catering to the changing demands of the industry, organizations adopt strategic changes, appropriate for achieving every single objective. Th ese strategic changes are meant to bring about radical or transformational change to the established ways of working from both organizational and employee perspectives. Nevertheless, bringing about change at the workplace, whether structural, procedural, scientific or financial, in order to remediate the situation or for better business results entails more efforts than planning the change and its implementation. The forces that cause organizations to opt for radical transformations could be external such as technological advancements, government regulations, increasing competitiveness, and/or changing demands and internal such as organizational bureaucracy and complacency. Usually, implementing change is impacted by factors such as magazine and investment required the impact of change on the financial performance of the business return on investment an intensity of improvement and importantly, its impact on the end customers. At an organizational level, planning for the change an d change management as a responsibility rests with, or is the function of, specific project management team or division, but its implementation at an organizational level requires the involvement of various, or all, other functions/departments failing which the proposed change itself may fail. This failure support be disastrous for the organization or business and/or to the people associated with the change and the organization, which includes all stakeholders, i.e. employees, customers, and all shareholders. Therefore, bringing about a change should equally be balanced by the way change is being managed in order to succeed. Michael Dell believes that companies that learn to manage change are in the outperform position to continue to take the risks needed to stay out in front (cited Matejka & Murphy, 2005 p.19).