Different Perspectives On Change Within Organisations Case Study

Different Perspectives On diversify deep down Organisations - Case Study ExampleThe forms of limiting as part of the organisational activity are non standardized they are potential to be differentiated under the influence of the internal and external organisational environment and the business goals and vision. The different perspectives on change within organizations are critically discussed in this paper. tension is given on the reasons of this phenomenon but also on the role of the members of the organization in the potential magnification of the problem. It is concluded that change, as an element of the organizational environment is unavoidable in fact, in many cases, organizational change is quite necessary in order to enhance organizational performance. However, the reading of extensive disputes in regard to the change management practices used within organizations could result in severe organizational crisis. 2. Change in modern organizations 2.1 Description of organiza tional change In the context of organizational environment, the term change is used in order to describe a wide range of issues (activities and ideas) in certain cases, the above term is combined with other terms in order to make its role clear an suggestive example is term consistency of change (Bradford et al. ...2005, p.196). Another important characteristic of organizational change is that it is likely to be promoted within each organization using different techniques an indicative example is the unfreeze-change-refreeze model (Holbeche 2006, p.234) which is establish on the principle that in order for a plan of change to be successfully apply within a particular organization it would be necessary to delete primarily the mechanisms which prevent the development of change within the organization, then the change can be implemented and the deleted mechanisms could be re-established or, alternatively, new ones could be established taking into consideration the changes in the or ganizational operations because of the implementation of the relevant plan of change. At this point, reference could be made to the study of Weick and Quinn (1999) who referred to the episodic change the change which occurs at specific points of age and the continuous change a process which is likely to take place continuously (Anderson 2009, 62) or at least, at such frequency that there can be no issue of episodic change. In terms of the time of its implementation, a plan of change needs to be carefully reviewed this issue is highlighted in the study of Holbeche (2006) where it is noted that if changes are not introduced on time within a particular organization, i.e. presently when relevant organizational needs are identified, then this delay would result to the need for major changes in the future (Holbeche 2006, 5) in other words, organizational changes cannot be avoided they can be only delayed.