Organizational Change Corporate Sustainability †Free Samples

Question: Discuss about the Organizational Change for Corporate Sustainability. Answer: Introduction: Organizational change refers to the modification and review of the business processes and the entire management structure. It deals with the changes in the organizational structure, technologies, operational methods, strategies as well as whole structure. These changes occur because of the internal as well as external pressure. The various drivers of a companys change includes new technologies, economic conditions, competitive environment, government policy actions and consumer demand. The various information technologies change the operation and interaction of the business entity (Alvesson Sveningsson, 2015). Sometimes, government regulations also force the business entity to adapt or change the preferences of the consumers. In such cases, recession leads to lay off and this may require restructuring, acquisition and mergers which leads to organizational change. In certain cases, change becomes difficult to identify because it involves modifying the behavior of the people. The resi stance comes from the employees who are skeptical of the various change initiatives if they have passed the various stages of implementation. Organizational change requires changes in the mission and strategy, processes, policies and agreement and organizational structure Moreover, successful organization requires change in the top management leadership and also a clear explanation of how these changes will help the employees to perform the job more effectively (Alvesson Sveningsson, 2015). Modern organizations must adopt to the volatile external and internal business environment so that they can become competitive and thus can expand in the market place. One major reason that helps in necessitating the change in the contemporary organization is the evolution of new technology. The new products, methods and operations will require the organizations to implement and adapt the new technologies. Moreover, the employees must also constantly update with the knowledge so that they can incorporate new changes in the organization ((Benn, Dunphy Griffiths, 2014). In contemporary structure, the employees reduces the centralized control and they are responsible for their own decision in the organization. In contemporary organization, there is empowerment of the employees in the organization and this is possible through the introduction of horizontal elements in the organizational structure. The employees in the contemporary organization report to the manager for various kinds of disciplinary issues for the product related matters. There is displaced decision in the working level which ensures that the employees must be familiar with the corresponding decisions. These decisions are set according to the requirements of the clients and they allow the company. The contemporary structure in the organization is also much more flexible and thus it is more efficient than traditional structure (Benn, Dunphy Griffiths, 2014). Reasons stating the failure or under-achievement of change program in organization on the intended goals with examples There are various reasons for the failure or under-achievement of change program in the organization. The organizations have problem in delivering tough messages to the employees. Moreover, there might be inconsistencies in the message that are to be delivered to the team members. Sometimes, the senior people might lead the organization and set directions. The person at the lower level in the organization tries to determine the change in delivering the program (Hornstein, 2015). Sometimes, lack of space and support also leads to failure in the organization. The chances of success are reduced if the employees are not provided adequate support by the management. The primary reason for the failure of various organization is the inadequate management or the lack of leadership support in the implementation of the process improvement. For example, in an organization the coach needs the backup of the team members or the team captain. The crucial support of the management is important for th e success of the process change in the organization. Poor communication from the management team , shortage of allocated resources and lack of commitment are also important reasons for the failure of change program (Hornstein, 2015). Lack of continuous improvement is an important reason for the failure of change program in an organization. For example, after the successful launch of the process, the management must provide support and they must monitor the performance of the employees. There might be some requirement of urgent changes in the organization. For example, the efficiency of the employees and the operation of a new software can be stressful for the managers and the employees. As it is a continuous learning process, this can have effect on the managers It is important to provide effective training to the employees through the use of software. There are also various other ways for effective monitoring of the performance of the employees ((Sideridis Stamovlasis, 2014). This will also ensure the ability to focus on the correct changes which are needed for further improvement. In certain cases, the adhoc approach to planning and management are also an important reason for the failure of change processes in the organizations. For example, it has been found that in certain cases the businesses that have achieved the change objectives uses a rigorous process for the identification of the goals and segmenting the program into various components. Thus, it can be said that the failed organizational initiatives are making the process more difficult to complete (Sideridis Stamovlasis, 2014). References Alvesson, M., Sveningsson, S. (2015).Changing organizational culture: Cultural change work in progress. Routledge. Benn, S., Dunphy, D., Griffiths, A. (2014).Organizational change for corporate sustainability. Routledge. Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity.International Journal of Project Management,33(2), 291-298. doi.org/10.1016/j.ijproman.2014.08.005. Sideridis, G. D., Stamovlasis, D. (2014). The role of goal orientations in explaining academic cheating in students with learning disabilities: An application of the cusp catastrophe.Ethics Behavior,24(6), 444-466. DOI: 10.1080/10508422.2013.877393