Management of change: A critical review

Management of change: A critical review

Summary

Organizational change can take many forms. It may involve a change in a company's structure, strategy, policies, procedures, technology, or culture. The change may be planned years in advance or may be forced on an organization because of a shift in the environment. The paper is a critical review concerned with change Organizational, explaining the Market changes, Resistance to Change and postive change. Change can be radical and swiftly alter the way an organization operates, or it may be incremental and slow. In any case, regardless of the type, change involves letting go of the old ways in which work is done and adjusting to new ways. Therefore, fundamentally, it is a process that involves effective people management. The movement of an organization from one state of affairs to another is the movement of an organization from one state of affairs to another.

Introduction

Freedom and autonomy

It can be argued that the successful management of change is crucial to any organisation in order to survive and succeed in the present highly competitive and continuously evolving business environment. However, theories and approaches to change management currently available to academics and practitioners are often contradictory, mostly lacking empirical evidence and supported by unchallenged hypotheses concerning the nature of contemporary organisational change management. Change management has been defined as 'the process of continually renewing an organization's direction, structure, and capabilities to serve the ever-changing needs of external and internal customers' (Moran and Brightman, 2001: 111).

In addition to presenting the results of an empirical study of British research-led business schools, this paper aims to contribute to the discourse of theoretical approaches to the analysis of organizational change.

Critical review

On the contrary, the discourse of "articulatory practice which constitutes and organizes social relations". In particular, this paper explores the discourse of the enterprise as a set of hegemonic practices of articulation that are objects (eg University), practices (eg, promotions), personality (eg, scientists), and how relations career management and commitment organized. In the next section, the main contribution to the literature on enterprise shall be considered after a brief introduction to Laclau and Du Gay (1992) Salman, a seminal contribution highlights the discourse of the enterprise as a series of institutional reforms, which replaces the institutional regulation of market regulation. Fournier and Grey (1999) argue that emphasizing the summation of the effects of the company arguments about the subjectivity Du Gay "not [to] the account or even be allowed to resist or alternative enterprises" (p. 117). Instead, it means that the company is the only discourse discursive resources upon which the identities of staff will be set up, Fournier and Grey prefer to see the company as one discourse among others. Early submission of the enterprise discourse are also criticized for being insensitive to material concerns. Du Gay (1996) argues that it has achieved dominance over other organizational discourse, but also acknowledges the evidence from empirical studies which show that discourse, and the associated focus ...