Managing Organizational Change
Daniel LeBlanc
Managing Organizational Change
BUS600 Management Communication with Tech Tools
Professor Emmanuel Lewis
November 16, 2009
Organizational change is any action or set of actions resulting in a shift in direction or process that affects the way an organization works. Change can be deliberate and planned by leaders within the organization (i.e., migrating from legacy technology to new improved Internet Protocol infrastructure), or change can originate outside the organization (i.e., new government regulatory process) and be beyond its control. Change may affect the strategies an organization uses to carry out its mission, the processes for implementing those strategies, the tasks and functions performed by the people in the organization, and the relationships between those people. Change is a fact of organizational life, just as it is in human life. Several factors may make organizational change necessary, including new competition in the marketplace or new demands by customers. These types of external forces may create expectations of improved efficiency, better service, or innovative products. When organizational change is well planned and implemented, it helps assure the organization’s continued survival. It can produce many tangible benefits, including improved competitiveness, better financial performance, and higher levels of customer and employee satisfaction. Let’s examine an organization quest to remain globally competitive in the telecom marketplace while driving revenue and creating customer value and generating profits for key stakeholders. The change process that this organization is about to embark must be managed effectively in order to keep the organization operating while moving toward its new vision and its stated objectives. Organizational change management is the process of recognizing, guiding, managing and implementing of a successful change process that benefits key stakeholders and the organization with relatively
Managing Organizational Change
BUS600 Management Communication with Tech Tools
Professor Emmanuel Lewis
November 16, 2009
Organizational change is any action or set of actions resulting in a shift in direction or process that affects the way an organization works. Change can be deliberate and planned by leaders within the organization (i.e., migrating from legacy technology to new improved Internet Protocol infrastructure), or change can originate outside the organization (i.e., new government regulatory process) and be beyond its control. Change may affect the strategies an organization uses to carry out its mission, the processes for implementing those strategies, the tasks and functions performed by the people in the organization, and the relationships between those people. Change is a fact of organizational life, just as it is in human life. Several factors may make organizational change necessary, including new competition in the marketplace or new demands by customers. These types of external forces may create expectations of improved efficiency, better service, or innovative products. When organizational change is well planned and implemented, it helps assure the organization’s continued survival. It can produce many tangible benefits, including improved competitiveness, better financial performance, and higher levels of customer and employee satisfaction. Let’s examine an organization quest to remain globally competitive in the telecom marketplace while driving revenue and creating customer value and generating profits for key stakeholders. The change process that this organization is about to embark must be managed effectively in order to keep the organization operating while moving toward its new vision and its stated objectives. Organizational change management is the process of recognizing, guiding, managing and implementing of a successful change process that benefits key stakeholders and the organization with relatively
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