Sample Business Studies Paper on Change Initiatives

In the article “Leading and Managing Organizational Change Initiatives,” Peus, Frey, Gerkhardt, Fischer, & Traut-Mattausch (2009) review various organizational change initiatives and why they are important in the organizational context. Peus et al. (2009) argue that change initiatives are important to organizations because of the numerous challenges faced resulting from changing employee demographics, developing new technologies, economic shocks, and increasing global economic competition.

Summary and Discussion of Successes and Failures of The Change Process

The authors argue that every organization’s competitive advantage today is not solely dependent on production facilities or financial strength as before. How organizations embrace change and innovate determine their competitive advantage to a large extent today.  According to the article, an organizational change initiative can be changing the behaviors of organizational members. This is important when it comes to the improvement of organizational outcomes. Organizations can succeed or fail as far as initiating such as change initiative is concerned. Regarding successes, an organization whose members have positive view of the change process is likely to succeed in initiating the change. Positive view of change is common among members with high levels of need for achievement. Still on successes, an organization whose members showcase openness to change and change commitment are likely to succeed in initiating the change. However, a failure in initiating the change is when there is employee resistance to the change to be initiated. A characteristic of employee resistance to change is negative employee reactions once a change process is initiated. This can be detrimental for an organization as it is correlated associated with harmful outcomes such as reduced employee performance and employee withdrawal.

Strategies Used for The Change Process and Reasons for Success/Failure

According to Peus et al. (2009), initiating a change process such as changing the behaviors of organizational members can be achieved through various strategies. One strategy is the communication of a vision. This strategy increases the chances of success as it leads to the creation and management of shared reality (Elving, 2005). Also, this strategy serves as a means to inspire action, create new social structures, and focus attention within the organization context.

 

 

References

Elving, W. J. (2005). The role of communication in organisational change. Corporate communications: an international journal10(2), 129-138. Retrieved from https://www.cin.ufpe.br/~llfj/Emerald/The%20role%20of%20communication%20in%20organisational%20change.pdf

Peus, C., Frey, D., Gerkhardt, M., Fischer, P., & Traut-Mattausch, E. (2009). Leading and Managing Organizational Change Initiatives. Management Revue, 158-175.