Organisational Change and Development. Why are there different Essay

Organisational Change and Development. Why are there different perspectives on change within organizations - Essay Example Organizational change has become the popular management theme. The main question whether organizational change is desirable is positively answered by most of the authors. But at the same time the authors do not go with the same kind of changes and on the basis of their different views, the reason for undergoing change also varies. But these authors have in common their support for change in a positive and rational manner. According to Boonstra there are two common approaches which are applied to achieve the desired changes in the organization. Therefore the two approaches are planned change and organizational development approach. These approaches are based on the assumption that an organization needs to be balanced both internally that is within the organization and secondly with the outside world. The change process can be well planned in a rational manner and can be controlled by means such as analysis of the environment, formulation of the goal, development and implementation of strategy. Feedback and interventions plays a role in controlling the change process (Ven, 2011, p.5). In many organizations there still exists a mismatch between the actual working practice and the current realities of the workforce of the organization. One of the reasons for mismatch is the traditional way of working which tends to overlook the diversity of the work culture. A growing number of men and women likes to work in a way which allows them to fulfil their needs and also spend quality time with their family members or can even take part in the other social activities. For example the European workers work in a way that allows them to have a life of their own beyond work. Also a study in Britain revealed that the profession of a Chartered Accountant which generally demands long working hours, most of the youngsters is resisting the work dominated lifestyles of their seniors. The youngster believes that they can work more effectively if they have the opportunity to integrate their professional and personal life. But in reality these benefits tends to be constrain for the organization and it assumes that an ideal employee have no responsibilities beyond work. However it is not only the com position of workforce that is changing but the nature of the job is at a flux. With an increase in the globalization of each sector, people are experiencing an intensification of work. Thus it is not always possible to hold back change but the forces of change can be well utilized or viewed in a positive way (Lewis & Cooper, 2005, p.4). About more than 70% of the change initiatives in the organization either fail or stall prematurely. The goals set are not achieved, policies are not implemented as well as the customers do not experience any changes or improvement in the organizations services air quality of the products. And in the process the employees, staff and the middle men gets confused with the entire change process. It has been found out that in USA majority of the change implemented no do succeed and turns out to be in vain. Thus it can be said that organizational change are difficult and the reason provided for difficulty in adoption of change includes, policy making and strategic management, the exiting structure of the organization, politics and power in organization, the culture of the organization and uncertainties of individual and resistance to change (Boonstra, 2004, p. 2). Significant change does occur within the organization, such as when a certain