STANLEY AUSTRALIA

Leading Organizational Change

Leading Organizational Change

Introduction

Change is a vital element in an individual's life in order to progress. Bringing about change within an organization is also a significant component for the survival of the organization on today's competitive business industry. This change must be properly planned to make the organization for effective and efficient. However, change is not easy, individuals are resistant to change. This is the reason why bringing change in an organization is difficult as employees try hard to resist the change (Cummings & Huse, 2009, pp. 86 ). The reason of this resistance is that the employees foresee problems and threats for them in the near future due to this change as they have no idea whether they will be able to adopt change. Hence, the readiness for change from all the employees of the organization is a vital component to successfully implement the change. Change and innovation include the development of a marketing system, financial system, management system (use of new methods of management, economic evaluation, change the organizational structure), personnel, manufacturing facility (for example, changes in technology) (Beckhardt & Harris, 2007, pp. 53). This paper analyses the case study of Stanley Australia and the management of change in that organization. The analysis will be done through two models i.e. Open Systems Model and three levels of Diagnostic Level Model.

Change Management

Change is necessary within the organization because of the dynamic increase in the environment (Eby et al, 2000, pp. 419). An organization has to continuously confront with the need to execute the changes in the culture, process, structure and strategy of the organization. Different components are contributed to effectively implement the changes in the organization (Galpin, 2006, pp. 85). Readiness for the change is the most important component for the implementation of the change within the organization (Eby et al, 2000, pp. 419). This readiness for change reflects in the intentions, attitudes and beliefs of the employees of the organization (Kanter, 2002, pp. 89). The other components of the change, in accordance to the researches, include vision for change, mutual respect and trust, change initiatives and more. There are different theories and models designed for the implementation of the change within the organization (Gerry, 2002 ,pp. 28). For the successful implementation of the change, the effectiveness and will of the leader and the readiness of the employees plays a significant part (Galpin, 2006, pp. 85).

Companies recognize that key factors such as productivity, competitiveness, and productive marketing and organizational efficiency, depend increasingly implement suitable mechanisms to change from the stage knowledge generation (Science and Technology), or import and assimilation of it to the stage of practical application through the process of innovation (Murray & Blackman, 2006 pp. 132). Change management ensures that the change is implemented in an appropriate manner. This also includes preparing the employees for the change. When organization's employees are prepared for process of change, the implementation of the change is much easy for the agents of change (Galpin, 2006, ...