Organisational Change and Development Essay Example | Topics and Well Written Essays - 1500 words

Organisational miscellany and Development - bear witness ExampleOrganisational theory has comp ared and contrasted many ways of fostering the types of effective change deemed necessary to improve the action and distribution of goods and services. In addition, a variety of strategic change recommendations have been advanced based on organisational structures, relations with the public, and objectives oriented change to optimally enhance trading operations. This literature has given concerned stakeholders tremendous perceptiveness into the diverse methods available for enhancing the likelihood for successful transformation, all the while minimising risks for productivity, goals and objectives, as well as homophile resources. Given the turbulent financial environment that managers currently find themselves in, it is unlikely that any element of classic theoretical frameworks approaching problem identification and solution on a start and stop seat will lead the instruments or mec hanisms necessary to continuously create the responsive tractability and adaptability call for to die hard in the current environment. Before describing the planned change factors and related resilience and fortitude now needed by contemporary organisations to address perpetual problem solving, it may be useful to describe pertinent theoretical frameworks that can help managers understand and guide complex organisations through and through these turbulent waters of today, through the development of cohesive and responsive change strategies needed to survive and thrive under these challenging environmental conditions.RELEVANT LITERATURE The theoretical justification for organisational change has been reconciled in many ways. Classic organisational specialists argue that organisations should imitate the activities, structures, and operational patterns of those thriving in a given industry. Paradigms that advance these tendencies for organisational imitation are known as isomorphis m, believed to be passing beneficial for performance and cultures (Zucker, 1977). In contrast, other frameworks suggest that flexibility and adaptation to fluctuating environments is much more likely to facilitate success (Robertson & Seneviratne, 1995). Still others examine organisational problem-based operations in light of resource mobilization or by the accumulation and maintenance of ability structures (Pfeffer, 1977). Change management theorists take the position that change will be needed at certain small points throughout an organizational lifespan, and that when necessary, constructive transformations might optimally be implemented through rational and smart decision-making. Throughout the period of critical events when change might be indicated, managers should not necessarily exploit their power or opportunistically capitalize on their authority to impose unnecessary levels of uncertainty. According to Jackson and Carter (2007, p. 6), this could be highly detrimental to process and action oriented objectives.Our belief is that the proper purpose of the study of organisational behaviour is to provide an understanding of it, not to prescribe its uncontrolled manipulation. Such an understanding cannot be achieved independently of consideration of the purposes, practices, and ethical issues surrounding organisational