Question

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YOUR TASK: You are required to construct SEVEN mini essays (around 500 words each) to address the topics given below. The content of the essays must be bascd on the six journal articles, which will be provided by the lecturer. Additional sources/materials are welcomed, but only credible sources should be sought. Topics that you should discuss: 1) Provide an overview of change in organizations. E.g. What is organizational change? What are the types? What are some of the methods? 2) The benefits of change. 3) The major types of intervention. 4) The implications of job crafting in organizational change. 5) The reasons for change resistance in organizations. 6) Employees' response to organizational change communication. 7) Leadership styles in manager change management **Note: a Full referencing is expected (in-text citations and complete reference list) oExpected total number of words: 3,000 – 3,500 words a All topics must be written in essay format. Headers are only required to separate the different topics, and providing the list of references at the end.

Answer 1

1. ORGANISATION CHANGE
   Organisation change means when an organisation changes it strategies, procedures, technologies, processes and culture for improving of working in organisation by which the can get maximum number of profile and growth in doing business.
   Methods of organisation change:
   Firstly their must be clearly define by the organisation that changes will be for achieving the goal of organisation.
   Second develop a communication strategy by which they can take feedback of others working for organization.
   Third providing effective training to employees by which they can easily adopt any changes make in organization.
   Forth measure the change process by which they can know how much they got benefits by doing changes in organisation.
2. BENIFITS OF CHANGE
   Organisation change provides a lot of benefits for the organisation. Like change in technology or if a company adopt new technology then they can produce more products, which helps them to increase production process, which will gave them an extra benefits of fulfilling the demand of their product in market on time. As their are also many other benefits like reducing the cost of production, increasing efficiency in work and also to maintain companies productivity.
3. MOJOR TYPE OF INTERVENTION
   1. Human process interventions: Human process intervention helps to develop a team for the organisation. And also to solve the problem of the organisation by providing correct solutions. And also helps them to increase the understating of people involved in teams.
   2.Techno structural: techno structure helps an organisation to change its technology structure and design it according to the requirement of the organisation which will helps to increase productivity of the organisation.
   3.Human resource management and strategic: This intervention helps to develop people of the organisation by including career planning, job assignment, recruitment and retention and reward system.
   4. Institutionalisation of planned change: In this processes organisation designed to fix the changes that changes can become normal and people do not go back to their old way of doing work.
4. IMPLICATION OF JOB CRAFTING IN ORGANISATION CHANGE
   Job crafting means it tells the way in which a employees utilize opportunities to customize their job by changing their task and interactions with other at work. Job crafting is very important at the time of organisation change because it will helps the to communicate and motivate them for doing their jobs or work.
5. REASONS FOR CHANGE RESISTANCE IN ORGANIZATIONS.
   Their are number of reasons for change in resistance in organization like loss of status or job security, not providing proper rewards to the employee (poor reward system),peer pressure, Organisational politics, Fear of getting failure.
6. EMPLOYESS RESPONE TO ORGANISATION CHANGE.
   Employees response could be negative or positive it will be according to the type of change. If changes is giving benefits to the employees the their response would be in positive if change are not giving benefits to them then their response would be negative. An example for this is introducing of computer technology to the business number of employees are against for adopting computer technology because of having fear of losing of data and their jobs also.
7. LEADERSHIP STYLE IN MANAGER CHANGE MANAGEMENT
   Leadership style would be imaginable, desirable, feasible, focused, flexible and communicable this are the leadership styles which should be needed by an leader at the time or organisation change, they must motivate them and communicate with the employees. This will helps a leader to manage its team properly without having any difficulties. And also leader can solve their problem easily.
   
   Thus, these were my views regarding this problem, I hope you would like the same. Please do support me by liking this answer and giving me an up vote.