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Although there are many types of organizational changes, the critical aspect is a company's ability to win the buy-in of their organization's employees on the change. Effectively managing organizational change is a four-step process: [36] Recognizing the changes in the broader business environment
Organization development (OD) is the study and implementation of practices, systems, and techniques that affect organizational change. The goal of which is to modify a group's/organization's performance and/or culture. The organizational changes are typically initiated by the group's stakeholders.
One of the foundational definitions in the field of organizational development (aka OD) is planned change: . According to Beckard defines that “Organization Development is an effort planned, organization-wide, and managed from the top, to increase organization effectiveness and health through planned interventions in the organization's 'processes,' using behavioral-science knowledge.”
The rapid growth period is when direction and coordination is added to the organization to sustain growth and solidify gains. Change is focused on defining the purpose of the organization and on the mainstream business. The mature period is when the strong growth curve levels off to the overall pace of the economy. Changes are needed to ...
Organizational culture influences the organization's ability to adapt to change. Culture in an organization is a self-reinforcing set of beliefs, attitudes, and behavior. Culture is one of the most resistant elements of organizational behavior and is extremely difficult to change.
Historically, facilitating organizational change has proven to be a difficult subject, which is why different theoretical frameworks have evolved in an attempt to strategically streamline this process, such as utilizing external actors, or interim organizations, where it is important to define the expectations of the outcome of change before ...
Culture change must be managed from the top of the organization, as senior management's willingness to change is an important indicator. [68] Leadership must be strongly in favor of the change to implement the change.
The transformational approach is based on the leader’s personality, traits, and ability to make change through example. Transformational leaders articulate an energizing vision and challenging goals. They are idealized because they are moral exemplars of working toward the benefit of the team, organization, and community.
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