Effective Organizational Change

Effective Organizational Change

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BUS610: Organizational Behavior

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Can Changes Be Effective?

Of course organizational change can be successful, given the appropriate circumstances. Whether the organization is downsizing, reorganizing, or executing an innovative process, the probability of failure is high. As defined by Kinicki and Kreitner (2009), organizational development is “a set of technique or tools used to implement organizational change” (p. 409). While change can have negative results, if management does not present the change to its leaders properly, there will be difficulties. Because people have a tendency to resist change, and change can cause stress, management needs a planned strategy to implement an organizational change.

First, if management does not present the change to its leaders properly, there will be difficulties because management needs a planned strategy to implement organizational change. An effort to change the entire organizational structure of a well-known corporation was suggested by a top-level manager. The resulting structure would shift from a vertical designed system of operations, hierarchy, to a horizontal designed system, one in which departments or teams are more collaborative in functionality. Team leaders manage the inner operations of each team, but are open to suggestions from personnel outside of the team (Kinicki & Kreitner, 2009). Several departmental managers would lose their authoritative positional titles, but would retain control of their respective areas of expertise. In essence, subordinates of the departmental managers would not realize the change had occurred. Horizontal designs use teamwork to complete processes rather than tasks.

Prior to implementing the beginning stage of the organizational shift, top management submitted an organizational climate survey to all departmental managers and subordinate employees. Management believes the best ideas...