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Organizational Change And Resistance To Change

Organizational Change And Resistance To Change

Future generations, looking back on the last years of the twentieth century, will see a contradictory picture of great promise and equally at great uncertainty. The 1990's have all the symptoms of a "turning point" in world history, a moment when many of the structural "givens" of social development themselves become problematic and world society undergoes profound reorganization. These developments occur within a frame work of rapidly expanding social and economic interdependence on a global scale. Organizations evolve through periods of incremental or evolutionary change. The major work changes happening today are changes in organizational strategy, organizational structure and design,
technology and human resources. A change in organizational strategy is an attempt to alter the organization's alignment with it's environment. Mercedes, for example, is going to introduce this year the new Classe A, which is more oriented to the new young generation who wants to own a Mercedes. Though Mercedes wants to keep its image of a high class car producer, it overtook this new strategy to reinforce its presence in the market. Organization change might also focus on any of the basic components of organization structure or on the organization whole design. Nobuhiko Kawamoto, president of Honda, recently reorganized the Japanese automaker's management hierarchy. He drew up a new organization chart, he created a planning board and he has taken steps to empower lower-level workers. All this in order to adapt better to the fierce market of car making.

Because of the rapid rate of all technological innovation, technological changes are becoming increasingly important to many organizations. One major area of change involves equipment, thus a change in work processes or work activities maybe necessary. Timex, for example, 3-D design software from Toronto based software Alias Research Inc. to be able to turn out watches faster. Organization control systems may also be targets of such a change.

Another area of organization change has to do with human resources. An organization might decide to change the skill-level of its work force and the level of performance of its workers. Perceptions and expectations, attitudes and values are also a common focus on organizational change. Organizational change is anticipated or triggered because of different changing circumstances, an organization might incur a change because of forces bending its environment. These forces might be either ...

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