The Need for Organizational Change & Development

Organizations are –

constantly working and persistently searching for ways to improve their effectiveness and efficiency and applying and implementing different kinds of strategies and practices in order to be well competitive and outwit in local, national, international and above all, global arena in this extremely competitive business environment (Basu, 2001). The way organizations plan, formulate strategies and make decisions has an extremely profound impact on their competitiveness as Coulson-Thomas (1997) illustrates that the necessity of being fit and effective in the rapidly changing business environment demand organizations’ to make changes in the approach they put forward their plans, create their strategies and make their decisions. The indispensability for organizational change is to direct an in a path where it can learn and use its capabilities to meet the expectations of its customers and other stakeholders (Moran and Brightman, 2001).

A number of factors have been identified and held responsible for Organizational Change (CIPD, 2007), which are increased globalization, advancement in information and communication systems, advancement in technology, strategic changes, changes in legal, political and ethical issues, changes in international relations, changes in customers’ needs, preferences, and behavior, the use of new skills and competencies and others and to effectively handle these issues, change is necessary in order to ensure the effectiveness of the organization.

Accordingly, it is being asserted by Thompson and Martin (2005) that managers need to be highly aware of these forces and think strategically while planning and making strategic decisions as inaccurate assessment and scrutiny of these forces will certainly lead to inappropriate planning and imprecise decision making in a certain situation. This requires management not only to be attentive and considerate about the forces but must be aware of the available organizational resources, be able to manage them well to take a hold of the opportunities and to respond to threats to justify the planning and decision making.

References:

Basu, R., (2001), “New criteria of performance management”, Measuring Business Excellence, 5, 4, pp. 7-12.
CIPD (2007), Change Management, Chartered Institute of Personnel and Development,[Online],Available:http://www.cipd.co.uk/subjects/corpstrtgy/changemmt/chngmgmt.htm?IsSrchRes=1.
Coulson- Thomas, C. (1997), “The Future of the Organizations: Selected Knowledge Management Issues”, The Journal Of Knowledge Management, Vol. 1, No. 1, pp. 15-26.

Moran, J.W. & Brightman, B.K. (2001), “Leading organizational change”, Career Development International, Vol. 6, No. 2, pp.111-119

Thompson, J. L. and Martin, F. (2005), Strategic management: awareness and change, Cengage Learning, London.


Posted by: Farid Ahmed
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