ORGANIZATIONAL BEHAVIOUR

Organizational Behaviour

Organizational Behaviour

Introduction

Organizations have faced significant changes in the environment of the business with the changes in information technology, highly competitive firms in the industry and more focus on quality and customer services. It has been observed that change will remain a dilemma in how to cope with challenges that are often mutually exclusive: a challenge to assure high organizational change performance and a challenge to sustain organizational social integrity. However, in order to minimize the consequences, some approaches should be adopted to survive in the world of business.

In this paper, we will be discussing the change that will be implemented in the hospital setting by joining two wards for the purpose of cutting cost. We will be analyzing ways of implementing change effectively. In addition, we will be discussing the Lewin's model of change for understanding the concept of change and its proper implementation. Further, recommendations are made to the hospital for successful implementation of change.

Discussion

Approaches to Change

Many researchers have concluded that in order to understand the content and process of organizational change. For instance, analyses of costs and benefits of a firm's potential market positions are included in the game theory of modern industrial organization economics. In addition to that, theories of management lay out communication system and possible political frameworks for the execution of change in organizations but ignore the fact that the different kind of changes should be adopted with different approaches (Hewison et al. 2004: pp. 464-473).

Figure 1: components necessary to bring a change in the organization



Readiness to Change

In order to bring a successful change in the organization, it is important to understand the components necessary to bring change. Three factors are taken into considerations, which are attitudes of employees towards change, culture of the organizational and organizational learning (Hewison et al. 2004: pp. 464-473).

Employee Attitudes

Any organizational changes' success is dependent on the attitudes of the employees. Employee attitude is considered as an indicator of the success of any organizational change. As changes require the learning of new talents and attitudes, it requires an effort from employees. For the purpose of using their skills for organizational change, employers should motivate them to keep their pace of working at a higher level in the organization. The strength of the attitude varies for each employee due to the relation of the attitude with each employee's own deeply held philosophical and political values and these are common concerns of the employee's social group (Greener 2004: pp. 321-335).

Organizational Learning

Learning is considered as a requirement for the accomplishment of any changes in the organization. Obstacles to learning may result from the culture of the organization and/or from the past organizational experiences of employees of the organization. Creating lasting organizational change is associated with cultural change, which also includes attitude change (Hewison et al. 2004: pp. 464-473).

Organizational Culture

In association with changes, analysts view organizational culture as a process of adaptation, which assists an organization to continue to exist in a changing market ...