ORGANISATIONAL CHANGE

Managing Individual and Organisational Change

Managing Individual and Organisational Change

Introduction

Organizational change is the formation of a new organizational structure, adequate character of the changes of the environment. Organizational changes are accompanied by scrapping conventional and shared by its employees of values, norms and patterns of action, as well as traditional methods of decision-making that are an obstacle to adapt the organization to the pace and direction of market movements. Any organizational changes appropriate to begin with the diagnosis 'step' development, which subjectively ready to commit the organization, its personnel, corporate culture. Another important point - it is the scale and depth of proposed innovations.

This paper is about a company named “DelSol” which was formed on 2009 and then achieved the highest growth but afterwards the company started to decline. The main reason of this decline was that the company was relying on only one customers and he afterwards decided to withdraw his capital. It also identifies the key stakeholders involved and the impact the change would have on them and describes the change management approach and recommended action steps I would advise for minimizing adverse impact on the organization and its people. The property of DelSol was owned by someone privately in the era of 1970 to 2000. At that time there wasn't any unit which could suggest the industrial site for the company. Afterwards, in 2010 the company was purchased by National Services Company (NSC). The company afterwards faced so many problems and the administration issues which are discussed below. This paper describes the organizational change in DelSol.

Organizational structure/culture and how it affects change management

Culture determines the way a business works; this is reflected in strategies, structures and systems. It is the invisible source where vision gets its guide to action. At the organizational culture is known as that series of thoughts, rules and principles from which to build the framework or set of actions that establish future goals and organizational development. Within the conceptual framework, organizational culture is unique in that manifest themselves through significant behaviors of the members of an organization, which provide the same behavior and are identified primarily through a set of management practices and / or directives as elements of organizational dynamics (Schein, 2004).

In this regard Guerin argues that it is important to know the culture of an organization, because the values and standards will influence the behavior of individuals. To cultivate a culture in the organization supported by its values, is intended to enable all members to develop identification with the strategic purposes of the organization and deployment behaviors to be self-controlled routed. The organizational culture is conceived as a factor that influences individual behavior and collective concerns the values, norms and beliefs shared by individuals within an organization, creating the environment in which they perform their work. It affects everything that happens within a company, you can recognize from what they say, do and think people, it consolidates the transmission of knowledge, beliefs, learning and behavior, demonstrating internal changes that tend to ...