Difference between revisions of "Organizational Change"
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| − | {{Term|ORGANIZATIONAL CHANGE|Is a process by which an organization alters its structures and/or culture due to internal or external factors in a bid to strengthen itself or achieve greater competitiveness. External forces that may influence organizational change include increased market competition, regulatory environment changes, reduced funding or changing client needs. In a change process, organizations typically evolve to a different level in their life cycle, for example changing from a highly reactive organization to a more stable proactive environment. On the other hand, change management is a set of processes deployed to ensure that change initiatives are implemented in a controlled and systematic manner. An important goal of change management is the alignment of people and culture with strategic shifts in the organization, to overcome resistance to change in order to increase engagement and the achievement of the organization’s goal for effective transformation.<ref>Owen M. John in Mathison, Sandra. Encyclopaedia of Evaluation, pp 286, Ed. University of British Columbia. Thousand Oaks, CA: Sage Publications, 2005.</ref><ref>[http://www.adelaide.edu.au/hr/strategic/leading_change_toolit.pdf The University of Adelaide.Leading Change, Transition & Transformation | + | {{Term|ORGANIZATIONAL CHANGE|Is a process by which an organization alters its structures and/or culture due to internal or external factors in a bid to strengthen itself or achieve greater competitiveness. External forces that may influence organizational change include increased market competition, regulatory environment changes, reduced funding or changing client needs. In a change process, organizations typically evolve to a different level in their life cycle, for example changing from a highly reactive organization to a more stable proactive environment. On the other hand, change management is a set of processes deployed to ensure that change initiatives are implemented in a controlled and systematic manner. An important goal of change management is the alignment of people and culture with strategic shifts in the organization, to overcome resistance to change in order to increase engagement and the achievement of the organization’s goal for effective transformation.<ref>Owen M. John in Mathison, Sandra. Encyclopaedia of Evaluation, pp 286, Ed. University of British Columbia. Thousand Oaks, CA: Sage Publications, 2005.</ref><ref>[http://www.adelaide.edu.au/hr/strategic/leading_change_toolit.pdf The University of Adelaide. Leading Change, Transition & Transformation (A guide for University Staff). Australia, 2009.]</ref>}} |
| − | (A guide for University Staff). Australia, 2009.]</ref>}} | + | |
Latest revision as of 16:00, 19 July 2011
 ORGANIZATIONAL CHANGE |
| Is a process by which an organization alters its structures and/or culture due to internal or external factors in a bid to strengthen itself or achieve greater competitiveness. External forces that may influence organizational change include increased market competition, regulatory environment changes, reduced funding or changing client needs. In a change process, organizations typically evolve to a different level in their life cycle, for example changing from a highly reactive organization to a more stable proactive environment. On the other hand, change management is a set of processes deployed to ensure that change initiatives are implemented in a controlled and systematic manner. An important goal of change management is the alignment of people and culture with strategic shifts in the organization, to overcome resistance to change in order to increase engagement and the achievement of the organization’s goal for effective transformation.[1][2] |
References
- ↑ Owen M. John in Mathison, Sandra. Encyclopaedia of Evaluation, pp 286, Ed. University of British Columbia. Thousand Oaks, CA: Sage Publications, 2005.
- ↑ The University of Adelaide. Leading Change, Transition & Transformation (A guide for University Staff). Australia, 2009.