Organisational Change And Development Essay Example | Topics and Well Written Essays - 2500 words

Organisational Change And Development - Essay Example It has three stages or phases, viz. design, planning and implementation. As much as organizations differ in their internal leadership and cultural set up, the theoretical approaches to change also differ. For instance there are entrepreneurial, bureaucratic and autocratic organizations or/and leadership styles. They need equally diverse and effective theoretical approaches for change. Nowadays nature and the needs of the organizations are changing rapidly and organizational development is changing to meet the changing need of the organization. Thus typical organizational development activities include some forms such as team building, organizational assessment, carrier development, training, coaching, leadership development and change management. It is aim to improve health and effectiveness of the individual and organizational level. It was Kurt Lewin who first suggested a model based on force field. According to Lewin a typical business organization is in equilibrium at a given time. Two opposing forces act on the organization to bring it in to equilibrium. These forces were named by him as driving forces and restraining forces. The former consists of those elements within the organization seeking to change the direction of the organization constantly while the latter is opposed to such changes. When these two forces match each other's strength, the organization would not experience any disequilibrium. However when the driving forces become stronger change becomes inevitable. Thus the organization moves in to a new equilibrium. Thus Lewin came up with new ideas of group dynamics and action research based on organizational development process which is a growing field in many modern organizational approaches. It is often connected with organizational effectiveness.Another theoretical construct on organizational c hange is based on research carried out by Rosabeth Moss Kanter who argued that it is not necessary to have the backing of the management to bring about change. For instance according to this theory the organization requires authority power, vision, leadership, management and cultural change so that a better view of the organization's capabilities can be obtained. However Kanter suggested that irrespective of where a certain individual employee is in the organization there would be no exclusive power given to one of them to change the organization. These theories were followed by some other not so important variants. Analysis During the past two decades organizational change and development has become a very important aspect in the modern day management practice. Change is more appropriate when everything else has failed to ensure the continuous survival of the business (Clark, 1999). However change and development in itself might not be desirable when the degree of resistance to change becomes stronger because when resistance gathers momentum that in itself is an indicator of the existence of other solutions. If organizational change and development were focused on improving critical success factors related to financial management, Human Resource