Irhr Essay

In recent times there has been considerable changes in the nature of work and the place that it holds within peoples lives. Dramatic changes in both the social and economic climates are recognised as the driving forces behind organisational change. (Maxwell 2000)

Some commentators argue that organisations must develop a capacity for rapid and continuous change, while others are arguing that organisations should attempt instead to introduce painless change. This essay will aim to explain and critically evaluate both sides within this statement leading to a conclusion, which will recognise the side with the most substantial claim within the current socioeconomic environment.

In regards to organisational behaviour, ‘organisational change’ is seen as broad change organisation wide as apposed to minor changes within for example small changes to a business process. Some examples of organisation change include adopting business mergers, introducing new major technologies, restructuring of company operations and altering an existing mission (Wood et al. 2010).

In today’s environment of fast transformation across knowledge, technology and information, organisations are presented with many opportunities and demands to initiate change. Some organisation choose to introduce rapid change quickly over a shorter period of time forcing employees to adapt promptly in response where as other organisations prefer a ‘painless’ approach, structuring the implementation of change gradually over longer periods of time hoping to disrupt the work environment as little as possible (Skinner 2005).

In order to survive and prosper, organisations need to build capabilities to make substantial changes to ensure they remain economically competitive and responsive to the environment. In most cases this involves continual innovation (Kleiner & Corrigan 1989). There are many different types of innovations including; market innovation,...