Question

Competition, market changes, and changes in high level executives can affect the Company's mission. Agree or disagree? why?

Answer 1

Organizational change takes place when a company makes a transition from its current state to some expected future state. Managing organizational change is the method of planning and executing organizational change in such a way as to reduce employee opposition and organizational costs while at the same time optimizing change initiative effectiveness. Today's business climate needs businesses to almost continuously undergo adjustments if they are to remain competitive. Factors such as market globalization and rapidly evolving technology are forcing companies to adapt to survive

These changes can be relatively minor as in installing a new software program or quite significant as in re-focusing an overall marketing strategy, fighting off a hostile takeover, or transforming a business in the face of intense foreign competition. Initiatives for organizational change often emerge from challenges a corporation faces. Nevertheless, in some instances, under the influence of visionary leaders, companies change, first discovering and then exploiting new potentials latent within the company or its circumstances. More soberly, some analysts call this a "performance gap" which is motivated to close by management capacity.

Changes of people may become necessary due to other changes, or sometimes companies simply try to change attitudes and behaviors of workers in order to improve their effectiveness or to promote innovation of individuals or teams. The most difficult and important part of the overall change process is almost always changes in the people. Organizational development theory was developed by approaches such as education and training, team building, and career planning to deal with changing people at the job.

Some businesses manage to overcome opposition by negotiating and rewarding improvement. We provide tangible rewards to remind workers of their cooperation. Many corporations turn to bribery, or use indirect strategies such as offering a leader of opposition a prominent position in the effort to change. A final option is intimidation, which entails punishing people who oppose or use force to cooperate. While this approach can be useful when speed is necessary, it can have residual negative effects on the business. Of course, no approach is ideal for every case, and a number of different methods can be combined when appropriate.