ORGANIZATIONAL CHANGE INITIATIVE

Organizational Psychology: Organizational Change Initiative

Table of Contents

Introduction2

Discussion and Analysis2

Organizational culture and subcultures:4

Rubber Industry performance in the U.S.:6

Change initiation in XYZ Company:8

Possible consequences of inadequate management of change:12

Conclusion13

References14

Organizational Psychology: Organizational Change Initiative

Introduction

Many changes are occurring worldwide, demanding a new approach by the organizations. One can watch and let things happen without doing anything, as this may lead to uncertainty about the future of one's own organization. There are some changes that come as a hurricane and do not ask permission to enter, causing rapid instability if not managerially prepared for this change. The alternative often is to know 'what happened?' in order to deal with trying to get the best out of the situation.

Many times people are not committed to change because they do not know what will happen, or not knowing how to act. A reason that something new is not defined, therefore a way to defend against the unknown is holding on to what is known and, consequently denying the new. A process of change occurs very efficiently if everyone is committed to it. In both the situations people commit that they cannot be run over by the process, as something external to it. In truth, the change happens through people, and one needs to consider people as part of the process of change, and it is quite necessary to know their values, beliefs, behaviors. This paper discusses organizational change in a holistic context, along with focusing on the initiatives for organization changes. Furthermore, the paper addresses the given case study of XYZ Company that is engaged in the manufacture of rubber products that are used in the base of laptops.

Discussion and Analysis

The term management of change is one of the most important aspects of the process of globalization of the management of business, since both the manager and the organization begin to face complex situations of change in the environment that should not be treated as a scattered but require a minimum platform to ensure successful change in the organization .

However, undertaking a change management process is not as easy as one might think at first due to the large number of elements involved, in addition to that one must be absolutely sure that the organization can absorb the changes, particularly, that their resources (humans/employees) understand their importance.

Organizational change is defined as the ability to adapt to different organizations transformations suffered by the environment inside or outside, by learning. Another definition is: the set of structural order changes experienced by organizations, which result in a new organizational behavior.

The changes are caused by the interaction of forces, these are classified as:

Internal: are those that come from within the organization, arising from the analysis of behavioral organization and are presented as alternative solutions, representing conditions of equilibrium, creating the need for a structural change, is an example of these technological adaptations, changing strategies methodological, policy changes, etc.

External: are those that come from outside the organization, creating the need for internal order changes are examples of this force: Government regulations, ...