Change Management
Change Management within an Organizational Structure
Business is about creating an organization that will develop and implement changes that will lead to growth and success. Organizational change is not easy, but is an integral part that often allows the company and its employees to be prosperous. Dealing with change requires management to understand internal and external driving forces that create organizational change. A company needs to strategically devise a theory based plan that will allow implementation of changes based on driving forces. Management must also anticipate employee resistance to change. Therefore, leaders must employ strategies to minimize resistance to change in order to transform the organization. Organizations are presented with change when external and internal drivers create a need for change. Awareness of external and internal forces can assist "managers in determining when they should consider implementing an organizational change" (Kinicki & Kreitner, 2004). The simulation presented driving forces that led the company to success of the organizational goal: increase networking solutions by transforming the consumer product. For example, the company, Synergetic Solutions, Inc. wanted to advance in networking globally by increasing productivity, so implementing measures to assess employee absenteeism and work activity was imperative for the manager to perform before initiating change. Market changes also force companies to engage in organizational reengineering. The CEO of Synergetic Solutions, Inc. wanted the company to produce more products so the company would increase revenue. Another external force that created change within the company is the value of one 's contribution. Employees did not feel the organization valued their knowledge and skill level, but by implementing measures to train several employees to be "super-users" increased employee participation and job satisfaction.
Internal forces can also lead
Business is about creating an organization that will develop and implement changes that will lead to growth and success. Organizational change is not easy, but is an integral part that often allows the company and its employees to be prosperous. Dealing with change requires management to understand internal and external driving forces that create organizational change. A company needs to strategically devise a theory based plan that will allow implementation of changes based on driving forces. Management must also anticipate employee resistance to change. Therefore, leaders must employ strategies to minimize resistance to change in order to transform the organization. Organizations are presented with change when external and internal drivers create a need for change. Awareness of external and internal forces can assist "managers in determining when they should consider implementing an organizational change" (Kinicki & Kreitner, 2004). The simulation presented driving forces that led the company to success of the organizational goal: increase networking solutions by transforming the consumer product. For example, the company, Synergetic Solutions, Inc. wanted to advance in networking globally by increasing productivity, so implementing measures to assess employee absenteeism and work activity was imperative for the manager to perform before initiating change. Market changes also force companies to engage in organizational reengineering. The CEO of Synergetic Solutions, Inc. wanted the company to produce more products so the company would increase revenue. Another external force that created change within the company is the value of one 's contribution. Employees did not feel the organization valued their knowledge and skill level, but by implementing measures to train several employees to be "super-users" increased employee participation and job satisfaction.
Internal forces can also lead
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