Organizational Change Management Corporate Sustainability

Question: Discuss about theOrganizational Change Managementfor Corporate Sustainability. Answer: 1. Organizational change can be defined as the change that an organization undergoes in its operational methods, structure, culture, technology, and strategy. Organizational change also encompasses the effects of the changes in an organization. It is essential to change the ongoing activities for a change to happen. Organizational change generally takes place for the betterment of an organization. Also, the outcomes of the change must be evaluated. Organizational change is an essential part for any change shows the movement and growth of an organization. One of the first changes that an organization goes through is technological change. The technological change is extremely essential for an organization to keep up with the pace of technological advancement. Technological change is necessary for any business for it helps to increase the productivity of a company and thereby to compete with the competitors (Hayes, 2014). Change is extremely important in an organization in moments of crisis for it helps to rectify the processes that had otherwise become ineffective. Changes during such situations help the organization to withstand the situation of crisis. Also, it helps the organization to combat with the challenge of increased turnover and corporate cultures that are incompatible. Such situations may arise due to mergers and acquisitions. Change helps a business firm to cope with the threats and opportunities of globalization. To cope with the effects of globalization an organization need to understand and know the regional and cultural differences in different markets around the world. Such a change helps them to develop strategies to cope up with the effects of globalization (Cameron Green, 2015). Changes are initiated into organizations to improve the organizational culture. This may include changes in values, thinking process, feelings, and changes in external and internal relationships. Change is necessary for it helps in retaining the employees, improves employee satisfaction, increases the productivity and reduces the cost of operation. It is important not only to incorporate these changes but also to implement them. Next, it is extremely important to incorporate and implement changes so that the bottom line has an impact. Only innovation and new ideas which is also a kind of organizational change can help a company to attract new buyers. Change allows employees to explore new opportunities, learn new skills, show their creativity, and thereby improve production. This change would ultimately benefit the organization. It is important to prepare and train the employees to deal and cope up with the changes so that they do not have issues in adapting to the changes (Benn et al., 2014). 2. Organizational changes mostly happen for good. However, some changes prove to be detrimental in the long run. Many significant changes such as initiatives on quality improvement, and mergers implemented by organizations fail. The major reason for the failure is the resistance of the employees working in the organization to adapt to change. Most employees are resistant to change as they face some difficulties when they undergo changes. They fear that they would be loaded off with work and would be pressurized due to incorporation of changes. According to the theory of Kurt Lewis, change is a three step process which includes unfreeze, change, and finally refreeze (Burnes Cooke, 2013). To incorporate any change successfully, it is very essential that the employees are informed about it beforehand. Failure to do so may pose negative impact on the organization. Embracing a new human resource policy or a strategy needs prior planning. This planning must be communicated to the employee s and the reasons for the change must be explained properly to the employees. For instance, an organization may talk about bringing about structural or infrastructural change in the organization but fail to implement those ideologues into actuality. Some people tend to be change resistant as they feel a threat to their position, self interest, and ego. Moreover, some companies are intolerant and cannot accept their failure. Companies like Google, Netflix, and Amazon are a few examples where the company failed to adapt to change. Executives may feel that every product or services of a company would succeed. This attitude brings about rigidity (By et al., 2014). Kodak is an organization that failed to adapt to the changes in technology. Founded in 1888, the company had its stock prices at high rates. The company saw its share prices declining in the year 2010. The company had been failing to adapt to the changes for the last few years. The company failed to see that the customers need changes in the services of the company. It cannot go on with the same kind of services forever. There are other companies who are adaptable to technological change. People always prefer new modes and techniques. If a company is unable to adapt to those changes, customers would tend to switch their choice. Due to its inability to adapt to the new technology and provide better services to its customers, Kodak saw a steep fall in its market shares (Voet, 2014). References Benn, S., Dunphy, D., Griffiths, A. (2014).Organizational change for corporate sustainability. Routledge. Burnes, B., Cooke, B. (2013). Kurt Lewin's Field Theory: A Review and Re?evaluation.International journal of management reviews,15(4), 408-425. By, R. T., Oswick, C., Burnes, B. (2014). Looking back and looking forward: Some reflections on journal developments and trends in organizational change discourse.Journal of Change Management,14(1), 1-7. Cameron, E., Green, M. (2015).Making sense of change management: a complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Hayes, J. (2014).The theory and practice of change management. Palgrave Macmillan. Van der Voet, J. (2014). The effectiveness and specificity of change management in a public organization: Transformational leadership and a bureaucratic organizational structure.European Management Journal,32(3), 373-382.