Change Analysis

[Name of the institute]Change Analysis

Introduction

Managing organizational change is one of the greatest challenges for the organizations to manage. Change is indeed a mandatory event that takes place in all sorts of companies. According to Alvesson & Sveningsson (2007), there are a variety of strategies that can be adopted to implement a change and buy the employees into the new change. The phenomena has been explained in this research paper with the help of the organizational practices at the two public companies; GE (General Electric) and Shell. Both the companies deal with global businesses and hence have to encounter with numerous challenges as to attain the overall organizational goals. This paper explores the implications of change in organizations and deduces the impact on the overall image of the companies.

Overview of the Companies

GE is a US based multinational conglomerate corporation that has a head quarter in New York. They have their operational execution via four well established segments, that are; energy, technology, finance and industrial consumerism. The company has been listed among Fortune 500 with 26th rank on the basis of gross revenue. They believe in strong leadership and have provided the employees with a comprehensive organizational hierarchy. The have concrete salary and compensation system that they use to attract and retain the human talent. They have adopted many acquisitions that brought them immense responsibilities as to manage and handle extended businesses.

Royal Dutch Shell plc is usually called as Shell and is basically Anglo-Dutch multinational oil and Gas Corporation. They have their head quarter in Netherlands. The company is the outcome of merger and has been listed as the second largest organization throughout the world. The company is vertically incorporated and actively does their business in exploration, production, refinement, distribution, dealing in petrochemicals, generation of power and trading. The history of merger impose that the company has t deal with change on primary basis. It is operating in over 90 countries that imply immense need of managing human talent as to attain organizational goals.

Managing Change

GE has associated change with identifying the need for leadership, innovation and growth and together they are called LIG. The company believes to introduce change from the top and buy in the consent of the employees with time. Their structure of organizational change indicates that the leaders always have greater role in implementing the change. A change can be based on innovation that can lead to the growth the company. According to Palmer & Dunford (2008), to bring any sort of change, they formulate training sessions as to address the employees' desirability to accept change. GE has changes the vocabulary to avoid one gets panic to even hear the idea of change. Their model of LIG helps them to introduce change since the main motto of the change is to support the process of growth of the organization. They have inducted growth values that comprise of observing clear thinking pattern with utmost communication with the and among the employees. They are mostly applying team based ...