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    Workplace Demographics

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    Vân Annh
    Organizational change is the movement of an organization from one state to another due to changes in the environment or within the organization. Resistance to change can be reduced by including employees in the change process or recruiting opinion leaders to promote changes. Organizational change can involve changes to structure, strategy, policies, procedures, technology, or culture and can be planned or forced due to environmental shifts. Managing change effectively is important for managers carrying out planning, organizing, leading, and controlling functions.

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    Workplace Demographics

    Uploaded by

    Vân Annh
    20 views2 pages
    Organizational change is the movement of an organization from one state to another due to changes in the environment or within the organization. Resistance to change can be reduced by including employees in the change process or recruiting opinion leaders to promote changes. Organizational change can involve changes to structure, strategy, policies, procedures, technology, or culture and can be planned or forced due to environmental shifts. Managing change effectively is important for managers carrying out planning, organizing, leading, and controlling functions.

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    Organizational change is the movement of an organization from one state to another due to changes in the environment or within the organization. Resistance to change can be reduced by including employees in the change process or recruiting opinion leaders to promote changes. Organizational change can involve changes to structure, strategy, policies, procedures, technology, or culture and can be planned or forced due to environmental shifts. Managing change effectively is important for managers carrying out planning, organizing, leading, and controlling functions.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    20 views2 pages

    Workplace Demographics

    Uploaded by

    Vân Annh
    Organizational change is the movement of an organization from one state to another due to changes in the environment or within the organization. Resistance to change can be reduced by including employees in the change process or recruiting opinion leaders to promote changes. Organizational change can involve changes to structure, strategy, policies, procedures, technology, or culture and can be planned or forced due to environmental shifts. Managing change effectively is important for managers carrying out planning, organizing, leading, and controlling functions.

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    Organizational change is the movement of an organization from one state

    of affairs to another. A change in the environment often requires change


    within the organization operating within that environment. Change in
    almost any aspect of a company’s operation can be met with resistance,
    and different cultures can have different reactions to both the change and
    the means to promote the change. To better facilitate necessary changes,
    several steps can be taken that have been proved to lower the anxiety of
    employees and ease the transformation process. Often, the simple act of
    including employees in the change process can drastically reduce
    opposition to new methods. In some organizations, this level of inclusion is
    not possible, and instead organizations can recruit a small number of
    opinion leaders to promote the benefits of coming changes.

    Organizational change can take many forms. It may involve a change in a


    company’s structure, strategy, policies, procedures, technology, or
    culture. The change may be planned years in advance or may be forced
    on an organization because of a shift in the environment. Organizational
    change can be radical and swiftly alter the way an organization operates,
    or it may be incremental and slow. In any case, regardless of the type,
    change involves letting go of the old ways in which work is done and
    adjusting to new ways. Therefore, fundamentally, it is a process that
    involves effective people management.

    Managers carrying out any of the P-O-L-C functions often find themselves
    faced with the need to manage organizational change effectively.
    Oftentimes, the planning process reveals the need for a new or improved
    strategy, which is then reflected in changes to tactical and operational
    plans. Creating a new organizational design (the organizing function) or
    altering the existing design entails changes that may affect from a single
    employee up to the entire organization, depending on the scope of the
    changes. Effective decision making, a Leadership task, takes into account
    the change-management implications of decisions, planning for the need
    to manage the implementation of decisions. Finally, any updates to
    controlling systems and processes will potentially involve changes to
    employees’ assigned tasks and performance assessments, which will
    require astute change management skills to implement. In short, change
    management is an important leadership skill that spans the entire range
    of P-O-L-C functions.

    Workplace Demographics
    Organizational change is often a response to changes to the environment.
    For example, agencies that monitor workplace demographics such as the
    U.S. Department of Labor and the Organization for Economic Co-operation
    and Development have reported that the average age of the U.S.
    workforce will increase as the baby boom generation nears retirement age
    and the numbers of younger workers are insufficient to fill the gap. What
    does this mean for companies? Organizations may realize that as the
    workforce gets older, the types of benefits workers prefer may change.
    Work arrangements such as flexible work hours and job sharing may
    become more popular as employees remain in the workforce even after
    retirement. It is also possible that employees who are unhappy with their
    current work situation will choose to retire, resulting in a sudden loss of
    valuable knowledge and expertise in organizations. Therefore,
    organizations will have to devise strategies to retain these employees and
    plan for their retirement. Finally, a critical issue is finding ways of dealing
    with age-related stereotypes which act as barriers in the retention of
    these employees.

    Technology

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