Management Change Essays
Management change essays address different aspects of change management and the processes involved. It is an important topic that requires careful analysis. Whether or not the change is good for the organization’s bottom line is up for debate. The following examples will provide a broad perspective on management change at best essay writing service. They also explore the impact of management change on an organization’s competitiveness and profitability.
Organizational change is a process of constant adjustment of the organization’s activities.
Organizational change is a continuous process of adjustment of the activities and structure of an organization to its environment. Many potent forces influence the nature of change, including the development of new technologies, demographics, and competition. As a result, change can occur at unprecedented rates, and organizations must constantly respond to these forces to remain relevant. Otherwise, they lose legitimacy and resources and may even be replaced by other organizations.
Despite its importance, the study of organizational change is controversial. It is because many change interventions fail. Change is challenging for people. It disrupts their habits and conflicts with certain personality types. It can also lead to conflict and loss of power. Furthermore, frequent changes tend to wear out the people involved.
Most changes are implemented to improve current processes, products, or speedypaper reviews. In addition, they may be implemented to change organizational cultures. The key to successful change implementation lies in leadership. If the leader doesn’t fully believe in the benefits of the change, it won’t be easy to implement it. Many failures of change projects are the result of poor leadership. The best leaders know how to inspire and embrace change.
Perspectives on management change
Perspectives on management change provide a practical and realistic view of change processes. Its writers, Bernard Burnes, Professor of Organisational Change at the Stirling Management School, and Julian Randall, Senior Lecturer at the University of Aberdeen Business School, present a wealth of knowledge and experience in change management.
Change is complex, and people’s perceptions will differ. Some may resist it for fear of losing status, power, or other advantages to paper help reviews. Others may be afraid of the unknown and learning new things. And Others may still have a negative opinion about the change because they think it won’t suit the organization.
Regardless of which approach you choose, keeping the organizational goal in mind is essential. In other words, change must be planned so that individual units stay focused and motivated. There are many techniques to make planned changes successful. For instance, if the change involves many employees, a change management program designed to increase employee engagement and productivity will be more likely to be successful.
Impact of management change on an organization’s profitability and competitiveness
In today’s competitive environment, an organization must undergo a constant stream of changes. External forces may mandate these changes, or they may originate internally. In either case, successful management of changes is crucial to the survival of an organization. In addition, the global landscape is constantly changing, and many organizations are restructuring to stay competitive.
An organization’s ability to deliver business benefits linked to enormous portfolio investments is directly proportional to its ability to manage change. Successful management of change involves engaging employees and gaining their support. The business must also have executive buy-in and leadership. During this process, the organization must also ensure that the new changes will improve the bottom line and reduce costs.
The two major types of change are planned and unplanned. The former involves the management’s deliberate effort to change. The latter involves implementing drastic changes to the organization’s structure, procedures, and staffing. For example, when Marvin Ellison was appointed CEO of Lowe’s in 2018, he immediately set out to cut ten percent of its workforce and divest several smaller stores. The goal was to reach the desired staffing levels within 18 months.
The motivation of employees to drop resistance to change.
Employees’ resistance to change is natural in a culture ruled by fear. Even though this is natural, it can have negative consequences. Employees’ resistance to change can lead to increased employee turnover, quits, and transfer requests. They may also engage in chronic quarrels, express sullen hostility, and even initiate wildcat or slowdown strikes. However, there are a few simple ways to deal with employee resistance.
One way to overcome resistance to change is to make the changes attractive to employees. Employees can determine how much they want to be motivated by a management change. For example, some employees might be motivated by health benefits, while others may prefer to see a difference in how they work. In either case, you should discuss the various options with your employees.
Employee resistance to change can be a problem for many organizations. Change is uncomfortable for many employees, and they can feel insecure when adjusting to a new system. They may also fear appearing incompetent in front of their co-workers. In addition, the adjustment process may disrupt existing relationships and create new ones. This resistance to change is often a result of a low tolerance for change rooted in fear of failure. All articles like “And Now What Am I Going To Study?: Choose Your University Degree” you will find in our service.
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