In the unlikely event of any discrepancy between the Academic Regulations and any other publication, including this module guide, the Academic Regulations, as the definitive document, take precedence over all other publications and will be applied in all cases. And personally relate to the leadership and organizational challenges of transformational change in organizations. In the management and leadership field much is written and discussed about the following seven elements: Using various methods, students will be encouraged to make sense of each of these ideas, and the interrelationship between them.
Get Full Essay Get access to this section to get all help you need with your essay and educational issues. The purpose of organisational change is to improve organisational efficiency, effectiveness and productivity. To draw on the metaphor of an organisation as a living organism, an organisation has to change in order to survive; not changing could mean death.
Two main forms of change that this essay will look at are: This essay will also look at the difference between OD and OT. Over the years there have been a number of definitions provided by various authors, they all suggest that the central characteristic of OD is the fusion between knowledge and organizational practice.
Managers can use change models as valuable tools in facilitating the process of change. The unfreezing step is the dissolving of the present social systems or behavior.
This may require some confrontation or reeducation. The next step, movement, involves actions taken to change behavior from the old to the new.
This may require restructuring or interventions. The final step, refreezing, requires actions to establish the new behavior and make it permanent Burke, It is a long-term process that aims to reinforce new behaviors and institutionalize change.
It usually requires the use of an external change agent Organisational transformation in practice essay than led by management. Burkep72 describes the seven phases to be followed by an OD consultant as entry, contracting, diagnosis, feedback, planning change, intervention and evaluation.
These gradual, humanistic models aim to anchor behavioral change in an organisation by affecting a cultural change. These models can produce the behavioral changes that typify a successful change initiative. The five phases are: Establishment of a change relationship 3.
Working toward change moving 4. Generalization and stabilsation of change refreezing 5. Achieving a terminal relationship Organizational Development emphasis is on process, its models are linear, and focuses on incremental and continuous change. OD places great dependence on the change practitioner, usually an outsider.
Earlier thinking about change emphasized the role of the change agent as a data collector, interpreter, feedback provider, and so on. More current practices of OD emphasize the role of the practitioner as a facilitator.
OT is a process that radically alters the organizations strategic direction, including fundamental changes in structures, processes and behaviors. It is the second generation OD. Organizational Transformation aims to create a new vision and to develop capacity for continuous self-diagnosis and change.
It promotes paradigmatic change and helps the organisation better fit or create desirable future environments. For organisational transformation to operate change is required in strategy and structure.
Cultural inertia is more pervasive than structural inertia. It comes from age and success. As an organisation becomes older the lessons from success of the past becomes embedded in the shared expectations, stories, values and norms of the way things are to be done in the organisation.
The more institutionalized the culture, the more arrogant and complacent an organisation becomes. Managing culture is an important aspect of managing change when an organisation is confronted with a more complex environment than the stable one it may have had success in.
They suggest that by reorganizing employee roles, responsibilities and relationships to solve specific business problems behavioral change will follow.
They suggest that their six-step process fosters a self-reinforcing cycle or commitment, coordination and competence among employees where top management direct and encourage change initiatives at the periphery of the organisation Beer et al, Mobilize commitment to change through shared diagnosis of problems.
Develop a shared vision of how to organize and manage for competitiveness. Foster consensus for the new vision, competence to enact it and cohesion to move it along.
Spread revitalization to all departments without pushing it from the top. Institutionalize revitalization through formal policies, systems and structures.
Monitor and adjust strategies in response to problems in the change process. Although not affecting culture, this model also aims to entrench new behavior for a successful change program.Essay UK offers professional custom essay writing, dissertation writing and coursework writing service.
Our work is high quality, plagiarism-free and delivered on time. Essay UK is a trading name of Student Academic Services Limited, a company registered in England . Leading organizational transformations.
Share this article on LinkedIn; Together, these three axes. make up what we think of as a "transformation triangle"—a . Transitioning From Closed to Open Systems.
C., Pearce, J., & Smith, S. (). A shared purpose framework to deliver person-centred, safe and effective care: Organisational transformation using practice development methodology.
Can you write my essay for me? 1 Knowledge Management as an important tool in Organisational Management: A Review of Literature Funmilola Olubunmi Omotayo Africa Regional Centre for . Organisational change practice and research aims at the improvement and development of organisations for the purpose of enhancing effectiveness and responsiveness to external changes through better people management, competence, communications, systems and structures.
Transitioning From Closed to Open Systems. C., Pearce, J., & Smith, S. (). A shared purpose framework to deliver person-centred, safe and effective care: Organisational transformation using practice development methodology. Can you write my essay for me? Essay UK offers professional custom essay writing, dissertation writing and coursework writing service. Our work is high quality, plagiarism-free and delivered on time. Essay UK is a trading name of Student Academic Services Limited, a company registered in England . Organisational Transformation in Practice Table of Contents Task One 3 Task Two 5 Task Three 9 Task Four 10 Task Five 12 References 15 Bibliography 18 Task One.
This module provides the opportunity for students to personally explore the relationship between personal change and organisational change/ transformation (de Vries and Balazs, ).
And personally relate to the leadership and organisational challenges of transformational change in organisations.