Planning Strategic Organisational Change Essay Example | Topics and Well Written Essays - 2500 words - 1

Planning Strategic Organisational Change - Essay ExampleThis is because the brass section banks on the prescribed maturements and growth motleys happening on a constant foot. The variety show is also a response to the cheeks hard stock towards its activities which demand non been able to turn a new leafage towards its own maturation over a period of time (Ginzberg, 1957). What one must understand is the basis of growing for the sake of the organizational processes and the attached undertakings that are tied up. This will mean that the change is structural and has a positive bearing on just about everyone present in the company as well as the processes and activities that are a vital part of the same. This paper discusses the basis of change being an important element within any organization in this day and age, and how it has been able to manifest growth, development and productivity for a long period of time now as has been proven with due look into and evidence of s tudy. Moving ahead with the discussion at hand, this change can both be external as well as internal, having either positive and negative ramifications in the long run. This is true in the case of change being a vital agent within the organizations processes where its slaying is direly required and can have serious consequences in the long term scheme of things. The external change is not that controllable, however it is the internal change that demands a great deal of caution and care. This is because the internal change can have more drastic results than the external change can ever envisage. This is in line with the understanding that the organization must understand the basis of its success through this change which is intrinsic and which shall have a positive bearing on the people as well as the organizational processes, tasks and activities. The strategic organizational change is always internal because it involves processes which have serious and direct effect on the organiz ations processes and long term future plans and initiatives (Sugrue, 1999). This is required as it will enable the top focusing to decide where it wants to reach and what it wants to achieve within the shortest possible time. What is required here is a collective court to set things right from the control perspective, which has by now come about with due hard accomplishment and dedication on the part of the people who have made the change possible. From a strategic organizational change perspective, it is always significant to note that the best possible results could be achieved when there are ordered steps to take care of the organizational hierarchies and when all of these look after the basis of growth and development for the sake of the company that one is talking about here (Brown, 1996). The change regimes are assisted duly by the role of the top management which gives the final approval for this change to come about in entirety. What one must comprehend here is the fact that change should be permanent and not eyewash alone. It should manifest itself in such a manner that there is a win-win situation for everyone within the organization. If this does not happen, then this change has not come about and it would be better to implement it in a better way yet again. The strategic efforts within the change regimes are significant because outline the want to remain head-on with the incorporations that have been done over a period of time and which shall be the heart and soul of achieving success in