ORGANIZATIONAL CHANGE

Organizational Change

Organizational Change

Introduction

The case study 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. 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. 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.

Thesis Statement

Organizational Change may have problems and the administration issues while implementing but after successful implementation, it brings good results.

Discussion

Every situation is the result of the interaction of variables that make up a force field and determine the current reality. The force field analysis is a technique applicable to problematic social situations which are not perceived as static but in constant motion generated by the forces that influence them.

The apparent stability of the force field is sustained by a precarious balance between driving forces and restraining forces. The aim is to assess the impact that may cause the proposed solutions. The force field is visible or invisible power, active or passive, tangible or intangible, and is a result which can be pressed to make changes and introduce new strengths. The discipline is excellent because it allows assessing whether the solution is feasible because if there is overwhelming factors such as lack of budget, a proposal to include it as an indispensable factor will surely fail. The consideration of all factors can generate a better strategy. (Kinicki, 2009)

The initial model is to define the current status of the force field to compare them with the ideal that one would like to achieve. Then carefully separate the driving forces considering restricting people, systems, norms, attitudes, prejudices, materials, measured by arrows of varying size located from the top down or bottom-up until the horizontal axis, and determine the current situation. The drawing force field is assimilated into the visual diagnosis of the problem and the techniques used are: a) reduce or remove a restraining force b) increase and / or add a driving force c) Transform a restraining force in a driving force. (Kinicki, 2009)

Set Inc. was facing so many changes in the organisation at the time when change manager was appointed. The main reason of the change was the recruitment of the operational staff without any formal procedures and the interviews. This was the main reason of the error due to which the field manager thought of changing the staff as ...