Organizational Change Theory Research Paper Example | Topics and Well Written Essays - 1250 words

organizational remove Theory - Research Paper ExampleIn this paper, we will explore some primordial issues tie in to the opening of organizational flip. Importance of Organizational Change Theory By understanding organizational change theory, managers can explore various external and intragroup forces of change. Two main external factors of change include competitive environment and technological development. Competitive environment is such a factor that forces an organization to figure development of high quality products to increase client base, as well as to improve customer satisfaction. Technological development, on the other hand, refers to the use of latest technology to remain competitive in the market. If we let out about the importance of organizational change theory with respect to internal forces of change, we can say that this theory helps managers understand changes in the working atmosphere, changes in employment rules and regulations, and required changes in employee retention strategies. As Rasing (2010) states, the key to organizational change and development lies in the understanding of peoples requirements and work towards it (p. 1). ... 49). From employers perspective, the readiness to adapt to ongoing internal and external changes is the biggest thing that organizational change theory demands from employers. Moreover, managers likewise need to show willingness for organizational changes, as well as for developing strategies for implementing those changes. A higher level of organizational readiness for changes results in more effective implementation of required changes. The reason is that when the level of readiness is high, employers take quick actions to initiate the bidding of change, as well as dis nobble a highly cooperative behavior with all members of the organization. Organizational members need to be committed to towards implementing essential changes to organizational policies and functions in order to maximize the l evels of productivity and efficiency. Employers also need to assess the key determinants of change implementation, which include situational factors, task demands, and availability of required resources. These three determinants play a vital role in determining whether an organization is ready to implement required changes or not. Based on assessment, employers develop suitable strategies to put required changes into action. Demands of Organizational Change From Employees Perspective If we lambast about the requirements of organizational change from employees perspective, we can say that willingness to work according to modified policies and eagerness to bum about trained accordingly are the biggest requirements. Employees always play a critical role in convey positive organizational changes. As Avey, Wernsing, and Luthans (2008) states, one of the