Change Personal Experience With Organizational Essay

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There are many things that could have been done better in order to avoid the problems that the store (and the new manager) ran into and implement the necessary change more effectively and efficiently. The need for "critical mass" to make change successful is a key feature described by Osland et al. (pp. 637) that was ignored by the manager; discussions with employees, perhaps at an open meeting, might have made it more apparent where change was needed, in order to make the organization run more smoothly and easier for everybody. The lack of shared vision from the earliest stages of the change process onward was hugely detrimental to the attempt at organizational change, and was received by the employees as an unnecessary imposition rather than a true and valid attempt to improve organization performance.

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Simply speaking with employees to better understand where change was needed and how it could best be implemented, and to make the employees themselves understand where change was needed, would have gone far in making this attempt at organizational change more successful.

This simple communication early in the change process would have almost automatically led to the other missing stages of the change process, including the tentative creation of a plan, the communication of the plan, and the ultimate overall awareness of the plan, its purpose, and its intentions (Osland et al., pp. 638-9). Without these stages or the mindset that would lead to the implementation of these stages, the change was doomed to failure -- as evidenced by the subsequent removal of the….....

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"Change Personal Experience With Organizational" (2010, April 20) Retrieved May 13, 2024, from
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https://www.aceyourpaper.com/essays/change-personal-experience-organizational-2010
   

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