effective workers ” involvement requires well B u s i n e s s F i n a n c e

TOPIC: APPROACHES TO CHANGE

PROMPT:

Review Table 9.1 (Palmer, Dunford, Buchanan, 2017). Select one of the five listed time periods and describe this time period of organizational development in relation to your chosen company (course project). Articulate how the company would thrive (or not) through the lens of the corresponding developers. Lastly, include a paragraph of how the company in your chosen time period would prepare for post 2021.

Krakoff, S. (2021, October 16). The 10 Best Organizational Change Management Strategies. Retrieved from champlain.edu: https://online.c

student 1 nailoufar

I would like to choose the 1970s/1980s as a strategic change. Organizational development became a more organized process in the 1970s and 1980s, with courses and programs being provided in business, education, and administration curricula (Turner, 2020).

Organizational development (OD) examines how to change impacts organizations and the people who work in them. Effective organizational development may help businesses and individuals cope with change. To enhance organizational functioning, strategies can be designed to introduce deliberate change, such as team-building activities. While change is unavoidable, there are a variety of approaches to dealing with it, some of which are beneficial and others that are not. Organizational development helps firms cope with the unpredictable environment, both within and outside, by implementing planned change initiatives (Cumming & Huse, 1989).

Organization development strategies and tactics provide several opportunities for progress and change for the organization. Some processes influence only a few people, changing only a few people’s characteristics, potentially for the better, and some strategies target a group or groups, or even the entire company. (Budai, 2011).

Implementing changes to essential aspects of a firm, such as in reaction to new market challenges or opportunities, is known as strategic change. Managing strategy in an organized manner to fulfill organizational objectives and missions is known as strategic change management. Strategic change management is critical to a company’s long-term viability (Strategic change, 2021).

According to a research study by Hannum (2021), leaders must convince others of the importance of the change, which frequently means going against long-held beliefs and practices. Change projects planned ahead of time and include employees before, during, and after the change are more likely to succeed.

A study conducted by Doyle (2016) indicates that before creating frameworks for implementing change, four types of strategic change that a company may encounter should be considered Adaptation, Reconstruction, Evolution, and Revolution. An organization’s vision may drive the business strategy. Hence the priority for change should be on aligning the company culture with this plan. To that extent, many businesses would benefit from an Evolution/Adaption change type based on the many forms of strategic change.

References:

Doyle, P. (2016, June 27). Leading change in an organization. BrightWork.com. Retrieved December 1, 2021, from https://

Strategic change. Toolshero. (2021, November 18). Retrieved December 1, 2021, from Cumming, T. G., & Huse, E. F. (1989). Organizational development and change (4th ed.) St. Paul, West Publishing Company.

Hannum, L. (2021, November 1). Seven strategies for effectively managing organizational change. Beehive. Retrieved December 1, 2021, from https://beehivepr.biz/7-strategies-for-effectively-managing-organizational-change/.

Budai, T. (2011), The Significance and History of Organization Development – in Hungary and International Relations, Eurasian Journal of Business and Economics, 4 (8), 87-99.

Turner, M. C. (2020). Organizational development. Reference for Business. Retrieved December 1, 2021, from https://

STUDENT 2 Vivan

THE EVOLUTION OF ORGANISATION DEVELOPMENT

PARTICIPATIVE MANAGEMENT (1850s/1960s) – LIKERT

The assumption is that a human relations approach emphasizing participation is the best way to manage an organization.

Participative management offers all employees opportunities to contribute to workplace policies and decisions that achieve business goals while promoting career satisfaction. As opposed to an autocratic management style, where the manager assumes operational control and makes all the decisions unilaterally, a participative manager asks for input from team members and considers all opinions to find workable solutions to business problems and implement them to meet deadlines. (master’s in human resource degrees, 2012)

In the participative management system of the Likert Management System, upper management has complete trust in the subordinates and encourages them to participate in the decision-making process actively. The employees feel entirely free to discuss any issue with their superiors. The participative management system is also characterized by good teamwork and rewards as extrinsic motivation factors. Both the trust of upper management downward and the frequency and level of openness in the communication is high. Janse (2019)

Rensis Likert developed the Likert’s’ Management System in the 1960s. Rensis Likert, with his associates, observed the different patterns and styles of management in various kinds for around three decades and came up with the Likert’s’ Management System. In the 1960s, when Likert came up with this management method, it was understood that employees are made to participate in the organization’s decision-making process. The system states that there is a continuous flow of information in both an upward and downward direction. The employees are provided with a healthy work environment, and they are motivated continuously by their superiors. Vendatu (2021).

PRESENT PARTICIPATIVE MANAGEMENT

The ETUC’s’ landmark resolution ”Towards a new framework for more democracy at work” sets out a holistic approach to workers” involvement, inclusive substantialonger information and consultation rights, and board-level participation. Prompt and effective workers” involvement requires well-coordinated knowledge, talk, and board-level representation. The three current EU information and consultation directives need updating, particularly as restructuring has become a permanent feature of company life. Restructuring and anticipation of change are not yet dealt with in these directives.

The ETUC runs a new project entitled “Workers” Participation: The Key to Fair Digitalisation.” This project will examine practices responding to the key challenges and questions surrounding workers” participation in light of the changes brought about by digitalization. ETUC, (2018).

REFERENCES

European trade union confederation, 2018 -Workers Participation. Retrieved, December 2021. Retrieved from Vendeta, Sep, 2021 – Likert’s system of management. Retrieved, December 2021. Retrieved from Janse, B. (2019). Likert Management System. Retrieved December 2021 Retrieved from tools here: Carrie Foster, 2012 – Organisational Development. Retrieved December 2021. Retrieved from https://organisationdevelopment.org/tag/rensis-likert/