Running head: ORGANIZATIONAL CHANGE 1

Organization Change

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Institution

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Managing Change and Transition

Change in human and organizations is inevitable; thus, it should be monitored

effectively to make sure that positive results rea achieved. In an organization, human resource

is one department that could help manage such changes because of its reorganizing, downsizing

and ability to cut back techniques (Brisson-Banks, 2010). An organization will only be

recognized as effective if it can adopt the changes. Therefore, there are different types of

changes that an organization could adopt this including developmental, transformational and

transitional.

Changes that are hierarchical do not necessarily mean that the process of its transition

should be formal. Therefore, there is a need to adopt a consistent procedure that ensures

learning, a transition to change and development. Whether the results will be severe or not an

organization should build its changes in the standards should be placed to enhance the

adaptability of these changes.

A critique of the article

The changes made in an organization will only be successful if the labor provided to

the organization is effective. Therefore, organizations should make sure to select and hire

competent employees. The mission and vision identified in the organization will eventually

determine the kind of employees placed as well as their willingness to effectively achieve what

has been set, the structuring of the organization and more importantly the ability to provide the

essential resources. Failure is experienced if the management team of the organization is not

able to realize the important aspects that affect success.

Different aspects of organizational change

Change awareness in an organization is an essential step in ensuring that the process of

change starts. In most cases, the top level management is responsible for carrying out some
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research to find out the prevailing conditions that require changes. This will give them an

overview of what should be done as well as it will define the type of change that should be

taken. However, the situation cannot be solved in this manner when the case is critical for the

company. Therefore, they have to struggle their change into the organization so that the current

challenge is solved. However, this kind of situation would cause more problems requiring the

management to work extra hard so that the problems are solved on time. For instance, if such

a decision is taken employees could resist the changes because they were not informed of the

changes. Therefore, the change should be considered through the thinking process, behavioral

process, and the infrastructural process. Thinking defines the ability of individuals to

understand the essence of the changes (Leahy et al., 2012). The behavioral aspects determine

the reaction given by the people affected by the change.

The role that leaders visions and organizational climate plays in a change

management strategy

Leaders who are vision oriented will concentrate on the necessary change requirement

that should be used to initiate a change in the organization. The process through which the

change process is showing how it should happen and the positive side of the change (Bolman

& Deal, 2017). Depending on a number of factors the change process will slow down, fizzle or

cause more trouble if the management and the labor providers are not on the same page.

Furthermore, the environment in which the organizations are operating on is dynamic and

complex making it difficult to keep up with the changes. Thus, a supportive leadership style is

required so that new systems are created while new approaches are used in the institution.

Therefore, it is the duty and responsibility of the leaders in an organization to make sure that

the changes are fully enhanced. This is because employees are looking up to their leaders so

that they see the kind of transformation they are capable of bringing to them.
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How the leadership style that was identified as your primary preference would

fit into the models of change presented.

The authoritarian and participative leadership style would fit perfectly in these models

of change. This is because these leaders would be in a position to lead their employees so that

they know what to do and what they should not do. On the other hand, the participative

characteristic would assist to fully participate in the activities involved in the process of change.

They will be in a position to listen to what their employees have in mind so that they have ideas

that could be possibly be incorporated into the change.

How effective change initiatives can influence organizational performance

Professionals in the human resource department of the organization should possess

some defined knowledge, skills and ability so that they can adapt to the organizational changes.

Furthermore, they require to have the ability to identify changes so that every opportunity for

organizational growth is taken. The human resource department has not been able to keep up

with the dynamic business environment. Hence, it is difficult for them to identify the potential

change that would cause the organization to gain a competitive advantage in the market.
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References

Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and

leadership. John Wiley & Sons.

Brisson-Banks, C. V. (2010). Managing change and transitions: a comparison of different

models and their commonalities. Library Management, 31(4/5), 241-252.

hawbw202.pbworks.com/f/Managing_change.pdf

Leahy, K., Oster, G., Hollinger, T. D., & Stone, S. M. (2012). Strategic Thinking: A

Matter of Organizational Survival 5 By Leo Wiltshire The Evolution of Electronic

Systems Technology and its 8 Impact on Methods of Innovation.