Wished the pace of change would slow down? Within a business organisation, changes need to represent improvements over current practices if the change is to be considered effective. As the rate of organisational change shows no sign of abating, the focus of the leader must be on the development of an organisational culture that encourages innovation as a means of improving the organisation.
They should either change or die, there is no third alternative. Organizations that learn and cope with change will thrive and flourish and others who fail to do so will be wiped out. The major forces which make the changes not only desirable but inevitable are technological, economic, political, social, legal, international and labour market environments.
In very simple words, we can say that change means the alteration of status quo or making things different. Change, as a process, is simply modification of the structure or process of a system. It may be good or bad, the concept is descriptive only. Any change in these factors necessitates changes in an organisation.
The more important factors are as follows: External Forces Every organization exists in some context; no organization is an island in itself. Each must continually interact with other organizations and individuals- the consumers, suppliers, unions, shareholders, government and many more.
Each organization has goals and responsibilities related to each other in the environment. The present day environment is dynamic and will continue to be dynamic.
Changes in social, political, economic, technology, and legal environment force organizations to change themselves. Such changes may result in organizational changes like major functions production process, labour-management relations, nature of competitions, economic constraints, organizational methods etc.
In order to survive in the changing environment, organization must change. How the change in various environmental, organizations, must change.
How the changes in various environmental factors necessitate change in the organization may be seen in following context: When there is a change in technology in the organizational environment and other organizations adopt the new technology, the organizations under focus become less cost effective and its competitive position weakens.
Therefore, it has to adopt new technology, its work structure is affected and a new equilibrium has to be established. Since every organization exports its outputs to the environment, an organization has to face competition in the market. There may be two types of forces which may affect the competitive position of an organization —other organizations supplying the same products and, buyers who are not buying the product.
Any changes in these forces may require suitable changes in the in the organization. For example, when Indian economy was liberalized, there were many foreign organizations that entered the Indian market.
This forced many Indian organizations to realign themselves with the new situations. The result in that there have been many cases of divesting the business and concentrating on the core business, acquiring core business, and developing competitive competence to face competitive threats.Oct 19, · But a cultural change in the workplace has upended the tenets of a traditional company and introduced a contemporary organizational structure that is .
In some ways, these contemporary structures are the opposite of the traditional structure. Vertical Vs.
This organic nature provides flexibility and innovation, while the. THE ROLE OF LEADERSHIP IN ORGANIZATIONAL CHANGE organizational change and innovation. The leader as a person in charge or as a change agent h/her more effective to address the issue of organizational change.
The role of leadership is well investigated on the basis of its competences and characteristics to. Organizational Behavior and Organizational Change Innovation, Agility, & Change Management Contemporary Change Issues For Today’s Managers adapt to changes and be more Agile.
Changing the agility of individuals and groups in the organization. ORGANIZATIONAL INNOVATION AND ORGANIZATIONAL CHANGE J. T. Hage Center for Innovation, University of Maryland, College Park, Maryland ; innovation can either be a new product, a new service, a new technology, or a new administrative practice.
The . changes today and those of previous eras are: (1) the simultaneous nature of the changes; (2) the speed Of utmost importance, the transformed organization PROACTIVELY drives innovation to the extent that it becomes a major force for change within the macro-environment as well.
With this Transformed Organisation .