Change Initiatives
- Let us first discuss an article that reviews an organizational change initiative.
In the process of business operations, normal levels of resistance might increase. From reading the article, it can be identified that there are a number of different reasons why resistance might develop. Change may occur at any time. Some changes might be successful while other organizations might fail in their change operations. For example, the article I chose to present is titled,” The Emerge of Change In Unexpected Places, presents a theory that perceives change convenience to be the most likely place that most changes will occur where there is a limited party of interested individuals.
- Next, we will summarize the article and discuss the successes and failures of the change process. Then, we can analyze the strategies used for the change process and why they were a success or failure.
The article that we will discuss involves attempted initiatives involving the distribution of power. This article is titled, “Community care contract management practice. Strategic change initiatives help to shape the organization’s willingness to change. Although active opposition can help the organization to reproach by demanding more time for further attempts. Successful procedures help to influence attempts to replicate development in other areas and practices.
In this case, all attempts to make these changes had failed and had been unsuccessful. For example, concerning costs, streamlining monitoring meetings were unsuccessful. The main reason was said to be because most change managers relied on existing procedures. However, their unwillingness to change can shape negotiations and implementation of the change process overall. Reconceptualizing the actual change to develop needed resources along with the construction of values in the process. Undetermined values would limit the ability to predict developments. However potential resources can explain a decline in value, which helps to shape power and increasing the interest of organizational members. Space has also been proven to be a valuable aspect of power and change resources as well. Resourcing space enables direct actions. Therefore, the company has focused greatly on actions that are mobile. However, many have argued that resourcing space might produce unexpected results. This change process has failed as well.
References
Palmer, I., Dunford, R., & Buchanan, D. (2017). Managing organizational change: A multiple perspectives approach (3rd ed.). Retrieved from https://www.vitalsource.com. Wiedner R, Barrett M, Oborn E. The Emergence of Change In Unexpected Places: Resourcing Across Organizational Practices In Strategic Change. Academy Of Management Journal [serial online]. June 2017;60(3):823-854. Available from: Business Source Elite, Ipswich, MA. Accessed November 26, 2017.