Managing Organizational Change Course Work

Organizational routines are recurring patterns of actions that are bound by set of laws and traditions and they do not change much. Over time continuous and considerable change has been observed in the following routines (Palmer, 2009). Firstly, hiring routine has evolved in reaction changes in education system and technology. A local company changed its approach of screening and interviewing. Job seekers had to practically show proficiency before being considered for a position. They were required to submit resumes electronically as opposed to physically posting them. Housing of employee routine has evolved from traditionally housing employees in organization’s residential buildings. In my experience, employees currently are awarded house allowance.

Transformational change entails a company making radical adjustment to its business mold often altering its formation, traditions and management. An organization may adopt this due to change technology or to tap into a new opportunity (Cummings & Worley, 2009). New Technology is one example of transformational change. Some companies such Virgin Group has undergone a massive renovation after it risked being phased out due to technological change in records.( Restructuring product is an alternative way for companies to achieve transformational change. It involves a company varying its product line. Apple’s huge success is largely credited to restructuring its product to focus more on quality, style and design.
Transformational change is of greater significant as it affects the core of the organization and adopting it can turn around the organization’s fortunes. Routine change is less risky as the change experienced, often is inconsequential in contrast to transformational change that affects the imperative factors of the organization.

Transformational change injects new breath of opportunity e.g. a company changing its product line brings forth prospects of new markets, as opposed to routine change. Both changes impact many people (French, 2000). The impact, however, is diverse such that routine changes effect depends on the number of employees. Similarly adoption of new technology will greatly impact on the company’s output, and intern affects its consumers.

References

Cummings, T. G., & Worley, C. G. (2009). Organization development & change. Australia: South-Western/Cengage Learning.
French, W. L., Bell, C., & Zawacki, R. A. (2000). Organization development and transformation: Managing effective change. Boston: Irwin/McGraw-Hill.
Palmer, I., Dunford, R., & Akin, G. (2009). Managing organizational change: A multiple perspectives approach. Boston: McGraw-Hill Irwin.

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