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Change Management Plan
Change Management Plan
In current dynamic business world, the only static thing is change. Organizations have to deal with great variety of changes across the year. With passage of time, intensity of competition amongst business organizations has increased. At the same time, need for changing as per business needs has also arisen. Case for Riordan Manufacturing has also not been different. Right now, the company is lagging far behind in customer service and communication process as they do not have proper system to record details of their customers. This has hampered their growth and development in the past and
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Change Management and Communication Plan
Change Management and Communication Plan
Team C Consultants has been tasked with creating a change management and communication plan for Riordan Manufacturing, an organization that has identified the need to implement a formal customer information system to be used by all employees. To create these plans, Team C reviewed Riordan’s intranet site to understand better different aspects of the organization. Discussed below under the change management plan are the current power structures identified in the organization, structures necessary to implement change, characteristics of the company culture
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The Riordan Manufacturing’s structures consist in reward powers as well as in their genuine powers. In establishments of chain of command and different varies of job categories such as in job codes, descriptions, and in various pay types has viewed the structure of the association. The Riordan's Chief Executive Officer and their Chief Officer would be applying authentic power in order to maintain their employees bearings. In conserving direction and leadership, in order to overview at employees in their performance in encouraging power through rewards will allow management to create passion for their employees in their association.
In the most appropriate and most effect organizational
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“cost optimization program.” The day after the two decisions were announced RIM’s stock dropped 21 percent (The Econonmic Times, 2011). In an immediate effort to combat the disappointing results as well as the significant stock drop, RIM lays off 200 employees in its Waterloo office (The Econonmic Times, 2011). This cost cutting procedure continues into July 2011 where RIM cuts 2,000 jobs which equates to roughly 11% of its total work force (Arthur, 2011). This cost cutting also helped reshape second tier management.
With the announcement of job cuts and stock value decreases, the shareholders called for change at the executive level. While the Co-CEO positions have always been questioned
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Blue Cross and Blue Shield of Florida to Florida Blue
December 8, 2013
Blue Cross and Blue Shield of Florida (BCBSFL) is a popular health insurance company in the state of Florida. The insurance company has been around since 1940 and was founded by Drs. Ted Arnold and Leigh Robinson (Blue Cross and Blue Shield of Flordia, Inc., 2013). They realized there was a great need to make health care affordable to people of Florida. Health care is extremely expensive. The industry is going through a transformative change because of the health care reform, poor economic conditions, affordability and increase consumerism (Blue Cross and Blue Shield of Flordia, Inc., 2013). To
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Managing & Implementing Change in the workplace
1 - Understanding the reasons for change
Why the need for change?
Types of changes
Organisations PESTLE ..SWOT
Analysis of environmental and organisational changes & identify possible areas for change in own organisation
2 - Manage & Implement change in the workplace
Identify an opportunity for changes, arising from the environmental & organization analysis (use of PESTLE?)
Review benefits & risks (SWOT?) of implementing the identified opportunity for change
Methods of assessing risks & uncertainties
System theory & process design??
Methods for planning change
Feasibility and viability of the change for
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manager must know the distinct difference in the areas that are to be changed, and how to go about handling staff resistance. Using processes like assessment, planning, implementation and evaluation help management assist staff in adjusting to change and focus on the areas of importance. A manager’s role in implementing change with little disruption to the staff is the difference between a successful manager and failed organization.
* The role a manager takes in any company when implementing change has to be aware of the three distinct categories that could be changed. First there is change in people; this is how people relate to each other and how implementing a change would affect how
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• Values are the inherent qualities that lie at the essence of a behaviour or action. • Guiding principle are high-level rules of conduct that guide behaviour and action. • Culture change should be a part of the change strategy.
Clear Governance and Decision Making
• Good governance helps to define the role and authorities, a governance structure and clear decision making for change.
Sample Hierarchical Structure
Sponsoring Executive Sponsoring Executive Change Process Leader Executive Team Executive Team
Organization Development & Change Management Consulting Project Management Office
Special Task Forces
Change Leadership Team Change Initiative Leads
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; it said that organisation that handles change successfully thrives whilst those that do not may struggle to survive (Mabey and Mayon-White, 2003).They further suggest that the success or failure of a change varies enormously, depending on the nature of the business, the change and the people involved. A crucial factor of the above is, how far people within a change process understands the change (Connor et al, 2003).Bourne and Bourne (2002) express that change, can be external through technological development, social, political and economic pressure. Or internal as management responds, to a range of issues such as changing client needs as in the case of my team. Change can be classified
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the transformational change?
d. Are there easier alternatives to accomplish the goal of remaining competitive?
III. Theories of Change Management 6
a. Discuss at least three theories of change management
b. Include specific pros and cons of each.
c. What is the best way to ensure the implementation of an organizational change?
IV. Communication Plan 10
a. What stakeholders require communication?
b. What will be communicated to them?
c. Who will send the communication?
d. What communication medium will be used?
V. Implementation Plan 11
a. Major implementation steps.
b. Key criteria for success.
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Readings for this week to help with assignments:
Change in Leaders
One of the major reasons why organizations are unable to adapt to the fast-paced, changing environments of today is the lack of effective change leadership. Leaders who are successful in guiding their organizations through change are typically those who:
* Embrace change in the environment as opportunities on which to capitalize.
* Are vision artists—they can paint a picture of the future that is vibrant and clear to all
* Have the ability to communicate to all levels of the organizations the values and attitudes that will promote change and adaptability.
* Accept mistakes and the learned lessons they
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Diagnosing the Change
Dr. Jay Galbraith is an established expert and consultant in organizational design. What is interesting is that Galbraith identifies Information Technology as having an integral role in what shapes an organization, as well its design. In equating how Blockbuster and Netflix each chose to respond to the emerging presence of the Internet, the relevant factors Galbraith associated with I.T. here are:
Buyer Power – buyers are becoming more aware and demanding
Variety/Solutions – buyers aware that they are in control want more options/better solutions
Speed – buyers expect this variety of options/solutions as quickly as possible
Change – the business landscape is
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, mentoring and growth opportunities; Idealised Influence, which encompasses the ethical and moral standing of leaders and engenders both trust and loyalty between leaders and followers.
The successful management of change requires transformational leaders to display appropriate behaviours and accomplish certain tasks. Tichy and Devanna (1990) argue that transformational leaders bring about change through a three-stage process: recognising the need for change; creating a new vision and institutionalising change. For his part, Nye (2006) argues that transformation requires leaders to perform several tasks: (1) correctly intuit the direction and pace of events (2) devise appropriate and feasible
812 words - 4 pages
Change and Innovation
March 31, 2013
Vicki Campbell, RN, MSN, CPNP
Every day it seems as if technology further advances, abilities that were once only thoughts decades ago; have now become today’s reality. Richards, (2013), “While many speak as if change is a reflection of the 21st century, the world has actually been changing for many, many years. The ability to manage that change effectively, especially in business organizations, is critical”. There are so many ways technology can better a workplace, and it is the job of management to provide training to the employees so the newest of technology can be of assistance to the organization.
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customers establish their requirements. 3) Competitive benchmarking against Best Practice. 4) Plan quality goals and objectives and prioritize them.
Trial or Pilot Project – 1) Commission and select quality improvement teams. 2) Monitor progress and recognize achievement.
Organization Change – 1) Plan human resource policies and goals. 2) Involve all managers. 3) Audit or assess the quality improvement teams.
External Partner – Initiate key suppliers or partner relationships.
A five-phase guideline for implementing total quality management:
• Preparation—during preparation, management decides whether or not to pursue a TQM program. They undergo initial training, identify needs for outside
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strategy, communicating the change, empowering employees, creating short-term wins, remaining persistent, and making the change stick (p. 291). By establishing urgency, members of the organization are proactive and not waiting for unanticipated problems to develop and hinder operations. People everywhere respond to urgency, especially when others join the movement. According to Weiss (2011), “Urgency wins support and cooperation. If the people in the organization, in particular the leaders, feel complacent, they have no impetus to change” (p. 227). To promote a sense of urgency within Walmart’s employee workforce, management must show how energized and passionate they are for change
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provide in both my personal and professional life tries to be of noble nature. The reason I believe in higher education is because I’m a product of education and has empowered me with the confidence to be, having been raised under very different circumstances. Education helps foster the perfect environment for change to translate into action.
The constant ever changing climate in higher education brings many issues to the forefront that question the traditional institutional structure like that of distance learning (Burke P. 18). After attending a professional development training this summer in Chicago, regarding enrollment management, we discussed the common ground of hybrid online with
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Chapter 7 Review 1
The difference between how change is handled in an organization can be described in two metaphors. Calm water looks at change in business as if you were on ship crossing a calm sea and only the occasional storm would disrupt your journey. In the calm waters metaphor change is seen as the occasional disruption in the normal flow of events. White water rapid metaphor describes change as a group of people trudging through white water rapids that has never worked together before; to add to the challenge they are doing this at night time. White water rapid describes change that takes place in uncertain and dynamic environments. The
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example of societal change within the essay itself. In the essay he details how he was first turned away from trying to pursue a career as a lawyer. Later he is welcomed to join a firm when laws and mandates are passed by the Department of Labor to secured equal opportunity employment for the handicapped. The business community is then more than welcome to the idea of disabled employee. This illustrates perfectly how the business culture must adapt to keep up with our ever changing civilization. The constant change that corporations have to deal with is the reason corporations why diversity trainings and situational management are becoming more prevalent in today’s business community
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Disney: Diagnosing the Change
Managing Organizational Change
August 3rd, 2014
Introduction: Choosing a Diagnostic Model
The diagnostic model I have chosen to discuss to analyze Disney and several of the companies acquired throughout the years such as Pixar, Marvel, and LucasFilm’s LTD for this assignment is the 7-S Framework model. I will also briefly discuss the many changes that Disney has implemented to improve the customer viewing as well as interactive experiences at their many new, current theme parks, and vacation destinations throughout the world. The 7-S model developed by McKinsey and Company consultants Robert Waterman Jr., Tom Peters, and Julien Phillips (Palmer
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be successful. Employees and management have to work together to ensure that a smooth transition occurs and that steps can be taken to make change if it is not going as planned. Following are the work processes and the performance expectations of job redesign in health care settings:
• Job evaluation: the organization must take the time to evaluate the education requirements for the job, the level of responsibilities of each employee, working skill, and conditions. These were required of employees to perform the new task that they have been reassigned or that come with their new job. Once the job evaluation is completed the results will rank the importance of the jobs within the
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Various policies and laws11 enacted by the government at the national level for mitigating climate change are:
· The Environment (Protection) Act, 1986 obligates the central government to protect and improve environmental quality, control and reduce pollution from various sources, and prohibit or restrict the setting and /or operation of any industrial facility on environmental grounds.
· The Environment (Protection) Rules, 1986 lay down procedures for setting standards of emission or discharge of environmental pollutants.
The objective of Hazardous Waste (Management and Handling) Rules, 1989 is to control the generation, collection, import, storage, handling
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and individual that the ROWE program had to overcome.
The ROWE program had some resistance, both at the organizational and individual level. Resistance is a word used to describe what a person is doing if that person does not see things done his or her way. One of the rules of the ROWE program was that all members of the department had to approve the change. If one resisted, nobody in the department could be a part of the program. As amazing as the program sounds, the ROWE program received rejection from all employees of certain departments and from individual members of the management staff. The legal department resisted the new way of working. The in-house attorneys were concerned
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greenhouse gases in the atmosphere, the planet warms. These effects are referred to as external forcings because by changing the planet's energy balance, they force climate to change.
It is obviously true that past climate change was caused by natural forcings. However, to argue that this means we can't cause climate change is like arguing that humans can't start bushfires because in the past they've happened naturally. Greenhouse gas increases have caused climate change many times in Earth's history, and we are now adding greenhouse gases to the atmosphere at a increasingly rapid rate.
Looking at the past gives us insight into how our climate responds to external forcings. Using ice cores
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is dictated by our fundamental assumption that dealing with climate change whether in terms of mitigation, adaptation or management, can only be based the creation of new institutions, the adoption of new and fresh approaches and development of new resources, new ideas and fresh ways of thinking and behaving,. Consequently, blue print for a new political economy will give priority to the political institutions needed to manage climate change; thereafter other agencies and actors of adaptation will receive their due attention.
2.2 Climate change and Environmental issues in South-South Nigeria
Desertification is one of the major environmental problems caused by climate change in south-Southern
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BASIC ELEMENT FOR SUCCESS:
BASIC ELEMENT FOR SUCCESS Prepared by Thomas Zachariah, Master Trainer -BICS Academy A GAME WITH ENGLISH ALPHABETS
A= 1 B= 2 C= 3 D= 4 E= 5 F= 6 G= 7 H= 8 I= 9 J= 10 K= 11 L= 12 M= 13 N= 14 O= 15 P= 16 Q= 17 R= 18 S= 19 T= 20 U= 21 V= 22 W= 23 X= 24 Y= 25 Z= 26 Prepared by Thomas Zachariah, Master Trainer -BICS Academy Put the ordinal values to the alphabets
3+15+14+6+9+4+5+14+3+5=75% So confidence will do a lot for your success but it is not the only thing for it! Prepared by Thomas Zachariah, Master Trainer -BICS Academy CONFIDENCE
7+21+9+4+1+14+3+5=64% See it plays a big role in success but it is still less than
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“No Person except a natural born Citizen, or a Citizen of the United States, at the time of the Adoption of this Constitution, shall be eligible to the Office of President; neither shall any person be eligible to that Office who shall not have attained to the Age of thirty five Years, and been fourteen Years a Resident within the United States.” (art. 2, sec. 1)Although these 62 words are far from extraordinary, it prevents 12.8 million Americans, including Governor Schwarzenegger, Michigan Governor Jennifer Granholm, former Secretaries of State Madeleine Albright and Henry Kissinger, Labor Secretary Elaine Chao, and 700 Medal of Honor winners from having opportunity to become president
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Should the Washington Redskins Change their name?
No, the Washington Redskins should not change their name. They have had the name since the franchise was born in 1937, which is 80 years ago. If people want to change the Washington Redskins name and mascot then there are going to be lots of other teams in professional sports as well as in colleges and high schools that are going to have to change their names too. The Oneida Indian Nation has started a campaign for the NFL to stop using a racial slur as the name of Washington’s football team; they also want the mascot changed to something that is not offensive to Native Americans. They are not wrong about the
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Environmental Issues EG481
22 February 2015
Outline: Is Climate Change Manmade?
Hypothesis: Climate change is not manmade.
The climate is changing, the globe is warming, both these terms express an action is taking place. Why are these actions taking place? Are these actions caused by man or nature? Is the correct terminology being used when describing this phenomena? These are just a few questions that will be explored in this report.
The term global warming is an attention to temperature increases in the earth’s surface atmosphere. Climate change refers to the long term effects of transformations in the earth’s atmospheric conditions. From these two
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Miranda D. Wade
Assn. 1: Stories of Change
Dr. Vanessa Graham
HRM 560-Managing Organizational Change
An organization has to be strategic when managing change. A business must also be able to reinvent itself in order to maintain a competitive edge. There can be many reasons why change is necessary including technology, customer needs, opportunities to grow, globalization, and the economy. “Today, organizations must have the capacity to adapt quickly and effectively in order to survive. Often the speed and complexity of change severely test the capabilities of leaders and
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Market Model Pattern of Change: Automobile Industry
Date of Submission
Automobile industry is one of the oligopolistic industries that have experienced a change in its oligopoly market model. The pattern of change is evidently shown in its production, supply chain, pricing, and international trade changes. The paper examines this industry and explains the pattern of change and other aspects within the industry.
Automobile industry is one of the most global oligopolistic industries. Products in this industry have spread throughout the globe, and a few numbers of companies
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Market Model Patterns of Change
January 26, 2012
THE INDUSTRY AND GENERAL PATTERN OF CHANGE OF MARKET MODEL
The restructuring of the health care industry refers to a sweeping array of changes in the organization, ownership, and regulation of health care providers and in the delivery of services. Cost concerns, increasing competition, influence of investor priorities, technological advances, changing social attitudes, and an aging and increasingly diverse population are factors that will sustain this dynamic situation.
The health insurance industry in the United States is fast paced, and characterized by rapid growth. Health insurance providers are numerous, and choices
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Innovations That Will Change Your Tomorrow
The electric light was a failure.
gets you there. It’s bad financial decisions and blueprints for machines that weren’t built until decades later. It’s the important leaps forward that synthesize lots of ideas, and it’s the belly-up failures that teach us what not to do. When we ignore how innovation actually works, we make it hard to see what’s happening right in front of us today. If you don’t know that the incandescent light was a failure before it was a success, it’s easy to write off some modern energy innovations — like solar panels — because they haven’t hit the big time fast enough. Worse, the fairy-tale view of history implies that
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Have you ever dreamt about the improvement of life in your country? Undoubtedly, our appetites are unlimited. People always want more. There is hardly a person in the world who is completely satisfied with economic, cultural or political situation in her country. Sometimes these dreams have a solid background and reasons, because it is impossible to build a perfect society on the territory of a chosen country. Everyone dislikes something about his native country and wants to change these disadvantages.
As I speak about myself, I would rather say that I have a few ideas about this issue. I would change several things that exist in every country. When we speak about education in the USA
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Hillary Clinton to the Koch Brothers to George Soros has made similar calls.
We should listen to them. There are bold, practical policy solutions starting to gain bipartisan support. Incarceration can be removed as a punishment for many non-violent, non-serious crimes. Violations of technical conditions of parole and probation should not lead to a return trip to prison. Sentence maximum and minimum lengths can be downscaled across the board. There is little reason to jail low-risk defendants who are simply waiting for their trials to begin. And, government funding streams can change to reward reducing incarceration.
Crime is expensive. We do well to fight it. But increasing incarceration is
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Climate Change concerns among low income communities in Ireland.
Climate change is the most serious environmental problem facing humanity today, raising many questions that are fundamentally normative and ethical in their basis. An increasing body of research highlights that, although everyone is susceptible to the effects of climate change, such effects will be experienced unevenly, with the most vulnerable people in the most deprived communities bearing the most of damaging of the effects of climate change, (Smith, 2006). It must be recognised that the experiences and concerns of the people who are themselves living in poverty must be taken into account. This is
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Mike Glaze Park Cakes
Understanding the Forces for Change in an Organisation
* Park cakes are a company producing premium cakes and desserts for supply to the major multiples. It consists of two sites Oldham site producing high end speciality cakes and confectionaries and Bolton bakery producing high end market cakes and mid range cakes.
* This project is covering the Bolton site which is a medium sized site within a semi built up area consisting of a mix of housing and local small businesses. The site is around 10 acres and has good access and egress and good transport links to major motorways. Having had moderate investment over the past few years the site
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EFFECTS OF CLIMATE CHANGE ON THE ECONOMIC DEVELOPMENT OF VIET NAM
Literature Review 3
I. General 3
1. Geographical location & Vietnam’s climate 3
a. Geographical location 3
b. Climate 3
2. Effects of geographical & climate on Vietnam’s economy: 6
a. Effects of geographical location to Vietnam’s economy: 6
II. Definition, causes and actual situation of Viet Nam under climate change 7
1. Definition of climate change 8
2. Causes of climate change: 8
a. Natural causes 8
b. Human causes 9
c. Greenhouse gases and their sources 9
3. Actual situation in Vietnam: 12
III. Impact of Climate change on Viet Nam economy 14
1. Impact of Climate change on economy in general: 14
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Project Risk Management Plan
Product or Process:
Project or Organization Role:
Version | Date | Author | Change Description |
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Project Risk Management Plan Purpose
A Project Risk Management Plan is a controlling document that incorporates the goals, strategies, and methods for performing risk management on a project. The Project Risk Management Plan describes all aspects of the risk identification, estimation, evaluation, and control processes. The purpose of developing such a plan is to determine the approach for cost-effectively performing risk management on the project.
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studies, “Are the categories of leadership, management, and expertise clearly distinguishable, do they overlap, or are they useless and not worth maintaining?” Typically, about one-third of them think the categories overlap, and no one votes for the last option.
John Kotter (1990) is one theorist who argues clearly and persuasively for the first position. Leadership and management are distinct and the differences crucial for understanding change. He believes that leaders need to establish direction, align people, and motivate and inspire. They have to conquer the field and improve the ability of people in order to achieve goals. Management is more of leadership from above. Management is
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The term "supply chain management" entered the public domain when Keith Oliver, a consultant at Booz Allen Hamilton, used it in an interview for the Financial Times in 1982. The term was slow to take hold and the lexicon was slow to change. It gained currency in the mid-1990s, when a flurry of articles and books came out on the subject. In the late 1990s it rose to prominence as a management buzzword, and operations managers began to use it in their titles with increasing regularity.
Common and accepted definitions of supply chain management are:
Managing upstream and down stream value added flow of materials, final goods and related information among suppliers; company
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Vol 4. No. 1
Journal of Cambridge Studies
Why Do Change Management Strategies Fail? ---Illustrations with case studies
Department of Politics, University of Sheffield
ABSTRACT: Change management is crucial to the survival and development of organizations, the more effectively you deal with change, the more likely you are to
thrive. However there are a large number of failures of change management. Organizational change itself is a considerably complex activity; any tiny mistake in change management could lead to the failure of organizational change. Consequently this paper is impossible to encompass all factors that could result in the failure of
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Leading Change, Transition & Transformation
A Guide for University Staff
1. Purpose of the ‘How To’ Guide………………………………………………….3 2. Who is the Guide For and Why Use it?.........................................................3 3. Understanding Organisational Change…………………………………….….3 • Introduction……………………………………………………………………4 • What is Change Management………………………………………………4 • • • • What are the differences between change and transition? What is transformation? Leading and managing change Why is organisational change difficult to accomplish?
4. Kotter’s Eight-Stage Process for Creating Major Change……………………7 5. Bridge’s Three Phases for Managing Transition ……………………………...9 6
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change.“An Ideal manager is one with visions, concepts, provides an example, and strives toward a goal. Regulation replaced by stimulating leadership. Leadership is also human-centered and patient-centered (Clarke and Neuman, 2000)” (Elina Viitanen Anne Konu, (2009), "Leadership style profiles of middle-level managers in social and health
Change in the organization always happens in today's fast pace environment. A proficient and talented manager can bring the organization to its height, and a sluggish, lazy manager could drop the organizations reputation to its lowest. By avoiding authoritarian style of management and accepting democratic style will help in the
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is on board and has and understanding to why it is happening. Thirdly, you will need the recourses and information for the change. Fourthly, it’s also important that the management and leaderships are capability and finally comes the communication portion of the change.
Bateman, T., Snell, S., Bateman, T., & Snell, S. (2013). M: Management. New York, NY.: McGraw-Hill Companies.
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considered a long term goal, but due to the financial crisis, a new way of thinking have risen, organisations must adapt to short term goals to the ever changing environment.
According to (Jackall 2010), developing effective management skills to deal with the challenges of the changing environment is needed for organisations to remain competitive in the world market. Proper practice of management skills should be considered for workers to help the organisations by being efficient and effective.
This essay is to analyse the practice of management that has been practiced before and after regard to the change of the environment in the organisation, i.e. the global financial crisis. Proper practice of
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These days organizations are operating and competing in an information age. Information has become a major resource of most organizations, economies, and also societies. Today Information systems are widely use by many organizations to automate existing operation and to Improve performance activities efficiency.
Information age has changed the way in which traditional recording systems work traditionally, Automated Records Management System (ARMS) tended to mirror historically developed manual recording processes. Therefore, traditional record keeping systems were unable to adapt to change, to support critical business processes.
Background of the study
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mistrust – this can occur between management and staff not trusting one another or their intentions
4. Fear of failure – employees begin to doubt themselves and their capabilities
5. Loss of status, job security – technical changes or administrative changes can mean some jobs might be eliminated
6. Peer pressure – resist because a friend is resisting change
7. Disruption of cultural traditions and/or group relationships – If you have been working with a group for 5 years and the company changes the organizational chart, employees can resist because they like other members on the team who are now going to be working in another area.
8. Personality conflicts
9. Lack of
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The distinction between strategy and policy. Planning: short, medium and long term. Targets, resource planning techniques, including scenario planning. Strategy: effective corporate performance: Strategic options for direction, change and growth. Policy making and implementation. Supply chain management and logistics. The virtual organization Creative and rational modes in strategic management: applications and limitations. The rational cycle: corporate needs, decision making, implementation, monitoring, review and feedback. Measurement of corporate performance, concepts of output and outcome. Contingency management and agile strategies. The management of change: growth, stability and
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.It is not only can increase the efficiency but also can help the organization to make more profit. For example, British Airways 1980, the company was inefficient and wasting a lot of resources, it cause the organization cannot make profit. The chairperson decided to restructure the whole management plan. After changing, the organization makes the profit successfully. (Change-Management-Coach 2014)
Then, the second advantage is corporate relationships.Organisational change not only affects the company, it also affects all of the companies those do business with. The business partners, vendors and customers will all have to alter the way they do business to accommodate the change. The