Organizational Change

Organisation Development and Human Resource Management

Murdoch University

ORGANIZATIONAL CHANGE

Table of Contents

I. INTRODUCTION 2

1.1 ORGANIZATIONAL DEVELOPMENT 2

1.2 ORGANIZATIONAL CHANGE 2

II. CHANGE RESISTANCE IN AN ORGANIZATION 3

III. EFFECTS OF CHANGE IN ORGANIZATION & EMPLOYEES 3

1.3 Benefits of Change in ORGANIZATION: 3

1.4 Benefits of Change in EMPLOYEES: 3

1.5 Negative Effects of Change in ORGANIZATION: 4

1.6 Negative Effects of Change in EMPLOYEES: 4

IV. CONCLUSION 5

1.7 WAYS TO SUCCESSFULLY IMPLEMENT CHANGES: 5

V. Bibliography 6

I. INTRODUCTION

1.1 ORGANIZATIONAL DEVELOPMENT

Organizational Development (OD) is closely inter-related to Organization Change (OC). OD refers to a wide range of strategies linked to social processes which aims to structure a development among individual employees, group, management, and the organization as a total system. OD’s main goal is to improve the vision, learning, empowerment, decision-making processes of an organization which creates a culture through a strong collaboration of the leaders and its members (Mullins, 2008).

1.2 ORGANIZATIONAL CHANGE

Organizational Change (OC) in Organizational Behavior pertains to a major change, compare to minor changes. Such major changes involve producing of new vision, merging, reconstruction of operation system procedures and adapting to new major technologies. Some experts describe OC as a transformational/radical change in which there will be a reorientation of how the organization operates (Wood, et al., 2013). A change also happens when there is an interaction between the internal and external environment. There are such factors that contribute towards the change:

• Lack of natural resources

• Globalization and competition

• Political aspects

• Uncertain economic situations

• Government participation

• Rapid evolvement of modern technologies

Major Factors are:

• Increasing demands for customer satisfaction

• More flexibility in working...