Managing Organizational Change Term Paper Example | Topics and Well Written Essays - 2500 words

Managing Organizational Change - Term Paper showcaseIt also offers a basis of evaluating the role of leadinghip and other change cistron in the panorama process (Kezar, 2001). An arranging in the Financial/Banking Industry derives benefits due to roles played by people in the organization and their attitudes to the change process, especially in condition where there ar cases of resistance. Nevertheless, this paper will digest on exploring the organizational change in the Financial/Banking Industry, through a description of management possibility and system practices used in the organizations. Organization change is defines as a form of evolution that takes take though a life cycle, without which, the organization would not be able to develop or bend properly. Therefore, the growth calls for an organization to undergo a substantial change in different points of a breeding process. Influence of change is substantial to employees, organization and transformation, which is at th e purpose of both employees and organization like a decision to terminate a section of business. However, the decision is at the best interests of the organization in their semipermanent objective, but consequences of that closure can have an adverse impact on employees involved, since they will be set about with problems of unemployment. In fact, the impact of the changes on the organization and employees, and the possible alternatives of dealing with the changes is a substantial issue that take addressing. Background Organization change requires a change agent who refers to person that perpetrates the act or develops a process through which things in the organization become different (Shankar, 2013). For instance, a change occurs in situation, which members of an organization adapt or fail to adapt to dynamic purlieu, which is considered as a way of sustaining their competitive avail through flexibility (Shankar, 2013). The role of being a change agent can be undertaken by a H R manager in an organization by implementing organizational change, through a induction unique versatility and wide range of skills (Stagl, 2011). The HR manager fostering change in the organization focuses on implementation or execution of activities that deal with employees behavior and attitude (Stagl, 2011). Therefore, as a change agent he or she focuses on identifying cues that impede change and the step that can be taken to turn over these obstacles. There are other benefits that involve ability to forecast and identify need for change and this serves as a significant contributor that enables the organization to succeed and survive in adverse business environment (Kezar, 2001). Research techniques in the evaluation process offer a basis of applying literature critiquing teleological model, which are dominant model within the literature in fact, they are evaluated in terms of their relevance for habituated forms of changes, which are proven by numerous studies (Shani, Pasmor e & Woodman, 2011). Research techniques in the process of evaluating organization change offers recommendations on ways of challenging potential barriers to change, thereby setting principles that can be applied by leaders to establish a new