Organisational change and development Essay Example | Topics and Well Written Essays - 3000 words

Organisational change and development - Essay Example Center of discussion in this paper is organisational change management as the process necessary for an association to identify, to organise, to employ and to attain full benefit from the alterations taking place within or outside the organisational environment. The objectives of organisational change management is concerned with effective planning, execution, measurement and preservation of the initiatives of implementing change strategies as well as augmentation of the capacity required for managing changes. Organisational change can be observed when an organisation intends to streamline its available assets and enhance its capacity to generate value by augmenting effectiveness to a sustainable extent. Changes are considered as ubiquitous in nature that helps progressing as well as achieving experiences which escort to the acceleration of the overall organisational growth. In the current era of globalisation, the process of organisational changes is widely considered to be inevitabl e. In order to meet the technological as well as environmental challenges of the situations, the teams should be able to adopt changes in due course of time. The change management strategies of an organisation are often based on diverse approaches such as individualistic, socio-economic and structural aspects among others which help in the development of many theories and functions. Along with the advancement of technology as well as new practices, the organisational change management process continues to alter in order to cope with the enduring changes. There are various types of approaches such as traditional, socio-economic, socio-structural and socio-technical approaches among others which deal with organisational change management from differing perspectives. One of the mostly applied perspectives to organisational change management is observed to be the traditional approach that can be effectively described by the Kurt Lewin’s classical model (Friedman & Shcustack, 2008 ). Kurt Lewin’s classical theory is influential in organisational change management as it focuses mainly on the individual aspects and social psychology rather than observation and problem solving. Lewin proposed that populace respond to any imaginary situation or changes and intends to shape it accordingly. This includes mainly three phases such as unfreezing, moving and refreezing. Unfreezing is a type of challenge faced by every human beings in an organisation. This means that the individual employees are often examined to depict reluctance to change according to the changes occurring within the organisational environment or in its external business environment. However, the reluctant employees ultimately accept the change in order to sustain in the organisation. It involves creation of the preliminary motivation towards the change by communicating the existing problematic situation or scenario to the employees of the organisation. This facilitates to understand the varied viewpoints of the individuals as well as helps to progress people from the ‘frozen’ state to an ‘unfrozen or change’ state so that it can be adopted efficiently by all. Next is the moving or transition stage. It involves recognition of the need of change, that can be in terms of cultural change or structural change in order to ascertain new principles and rules. Refreezing refers to the fortification of the new adjustments in order to accomplish rehabilitated stability among the organisationa