Organizational Change Theory Research Paper Example | Topics and Well Written Essays - 1250 words

Organizational Change Theory - Research Paper Example In this paper, we will explore some key issues related to the theory of organizational change. Importance of Organizational Change Theory By understanding organizational change theory, managers can explore various external and internal forces of change. Two main external factors of change include competitive environment and technological development. Competitive environment is such a factor that forces an organization to ensure development of high quality products to increase customer base, as well as to improve customer satisfaction. Technological development, on the other hand, refers to the use of latest technology to remain competitive in the market. If we talk about the importance of organizational change theory with respect to internal forces of change, we can say that this theory helps managers understand changes in the working atmosphere, changes in employment rules and regulations, and required changes in employee retention strategies. As Rasing (2010) states, â€Å"the key to organizational change and development lies in the understanding of people's requirements and work towards it† (p. 1). ... 49). From employers’ perspective, the readiness to adapt to ongoing internal and external changes is the biggest thing that organizational change theory demands from employers. Moreover, managers also need to show willingness for organizational changes, as well as for developing strategies for implementing those changes. A higher level of organizational readiness for changes results in more effective implementation of required changes. The reason is that when the level of readiness is high, employers take quick actions to initiate the process of change, as well as display a highly cooperative behavior with all members of the organization. Organizational members need to be committed to towards implementing essential changes to organizational policies and functions in order to maximize the levels of productivity and efficiency. Employers also need to assess the key determinants of change implementation, which include situational factors, task demands, and availability of require d resources. These three determinants play a vital role in determining whether an organization is ready to implement required changes or not. Based on assessment, employers develop suitable strategies to put required changes into action. Demands of Organizational Change: From Employees’ Perspective If we talk about the requirements of organizational change from employees’ perspective, we can say that willingness to work according to modified policies and eagerness to get trained accordingly are the biggest requirements. Employees always play a critical role in bringing positive organizational changes. As Avey, Wernsing, and Luthans (2008) states, â€Å"one of the