Factors that drive organizational change Essay

Organizational inter variety show is defined as mixed bag that has an opposition on the way work is performed and has a signifi cornerstonet publication on staff. (The Vector study, 2012). Organizational change so-and-so be study like a re arranging or a much littler change such as brand-new computer softw are. tacks deal intromit structure indoors the validation, working practices that include hours and schedules, role changes, and the purlieu within which work is done. Whether change is viewed as large or sm each it can affect production, employee satisfaction, and profits.When an organization faces decisions that may cause change, the get outership must hold back a vision of the objective. In order for change to happen, the entire organization needs to share a vision of a desirable future. instantly there are m whatever reasons for change in an organization. sensation major factor is technology. The technological advancements in business resulted in frequent chan ges and more than are coming. Organizations use technology to look for ways to make things easier and slight costly. In an ever-changing global economy the demand for higher operate and quality place pressure on an organization, implying that change is a ceaseless way of corporate life. Businesses want results and the addition of the Internet, web meetings, andcell phones start created an environment of instant results.Technology has advanced business needs to unthinkable heights. With changes, though, comes implementation. These changes are not easy and will affect the team up members. watchfulness has to be on top of the newest developments and decide how best to use them. lead must implement strategies that will help the entire organization break the vision they gain for the company and why this change is necessary for progress. For an organization to be successful in leading change it is essential that members are of the same mind-set and share the sense that change w ill lead to progress. Teams leading change must be credible and committed to the change process.Possessing the skills necessary and the ability to guide new(prenominal)s is crucial to success. Failing to do so leads to market share and profit loss. Shareholders lose confidence in elderberry bush management and the loss of key employees can perpetuate an unstable environment. The scotch and social forces such as globalization, social/culture, political/legal, competition, technology, liberalization, deregulation, unstable pecuniary market and advancement in nurture technology fork up make and continue to make the business environment dynamic in all operating aspects.Competition is another factor of organizational change. A meek business may find themselves directly competing with a large string store or a United States manufacturing firm may have competition from other global organizations. No matter the size or span of a business, competition will lead to change. Most organi zations nowadays face a dynamic changing environment. These companies have dickens choices change and grow or closure the same and fail. Organizations that learn to change and hold to these changes ultimately survive. Merger and acquisitions are often a result of change. One company could not or did not adapt to the changes in the environment and became vulnerable or they made aggressive changes and became more desirable as an asset than a competitor.This is how I find myself in my current job. In 2001 I was employed by a small Bio-tech company that genuine and sold an innovative piece of medical equipment. This company was growing high-velocity than anticipated and the market for this product exceeded expectations. It was a very exciting time. In the medical device industry there is always talk of acquisitions and no organization is immune to the rumors. As thetalk of our small company being bought by one of the big Bio-tech companies in our industry grew, so did the uncerta inty. The effects of mergers and acquisitions on employee morale can be significant, (Richards, 2013) and my company and fellow employees were no exception.There was an announcement made, and we were acquired by another much larger company. Change is often difficult and how this was going to impact our jobs was the biggest concern for most. Who would still have a job and how was that job going to change based on our new environment were the questions being asked. The key to this successful merger of two separate sales teams was communication. The communication was critical to eliminate fear and apologize decisions. The leadership worked diligently to provide us with as much information regarding the upcoming steps and who would be handling each one. They shared as much of the strategy as they could legally and handled every question in effect and honestly.When two organizations come together in a situation as this, there are many changes to deal with. Each member of our team was g iven the choice to apply for a position within the new company or take a severance package. Some entangle safer with the severance and left, but many of us interviewed for our positions with the new company. We met in a central location and were interviewed by three teams sales, human resources and, marketing.Not clear-sighted if and how many of us would ever work together again was an extra stress. Waiting for the call, to see if I had a job was stressful, but so was meeting and joining a new group. As in any organization change there were concerns, conflicts and, perceived losses. Fear of change can impact productivity negatively and resulted in some to seek other opportunities. Fortunately for me though, things have worked out well.Stress and fear of job changes can cause competition within an organization. Senior leadership was doing their best to stay alert to signs of negative competition and keeping both groups informed of the changes and what impact this would have on eac h individuals job. Competition is wakeless but if it creates stress and conflict it can be detrimental to an organization.ReferencesThe transmitter study. (2012). Retrieved from http//vectorstudy.com/management-topics/organizational-changeRichards, L. (2012). The effects of mergers and acquisitions on employee morale. Small Business, (), . Retrieved from http//smallbusiness.chron.com/effects-merger-acquisition-employee-morale-3196.html