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In our world today changes have been made not just in technology, how roads turn but also in our businesses. Due to these changes people adapt to it and so do organizations.

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Introduction

I. Introduction In our world today changes have been made not just in technology, how roads turn but also in our businesses. Due to these changes people adapt to it and so do organizations. For an organization to be able to survive in our competitive world, one must adapt to the changes gradually even better if they assimilate at once to avoid mishaps. II. The Two Forces of Changes There are two factors that make organizations consider changes which are External and Internal factors. External factors may be triggered by changes in demand for the organization's products and services. This happens because of the change of customer's preferences, competitor's actions or even the maturity of the government. As I have said, people do change; so an organization must do research and update their knowledge on what the customer's needs and wants are or else the organization will suffer in terms of lack of sales and unquotable profit. Threatening tactics of competitors may also be a cause for change. An Organization may lower the prices of their good or services or even make their products better so that their competitors won't be able to overpower their purpose in the business world. Another cause is the changes in terms of trade meaning when currency exchange rates fluctuate or tariffs go up down or shoot up, the organization must adjust well to these changes to be able to remain profitable. ...read more.

Middle

Structural organizational changes have been very popular in recent years as organizations struggle to find effective coordinating work designs. Cultural or people changes refers to the change of values, principles and behavior of the employees. This change may involve a few of the organizations employees or even all. These changes involve how people think, training and development activities to improve the value of existing organizational members. IV. The Reason Why People Resist Change It's not only the customer's who have needs and wants but also an organization's employees. The employees may notice that there is a need for change in the work place but it's not that easy for them to accept these changes at once and cause them to resist change. Most people are to be persuaded to be able to apply changes within an organization. Some just practically fear change. Due to self-interest some employees fear that certain changes will take away what has value from them. The more people expect to gain from a change, the more they will support it. Employees assume the worst and react accordingly if there are misunderstandings. They don't usually understand the purpose of the changes that have been made or will be done. If changes from before have been made and were unsuccessful, resistance will occur in the future. Uncertainty or the fear of the unknown means that the employees are not informed well on what the changes will be and they don't know how these changes will affect them. ...read more.

Conclusion

Providing such assistance will help make the change be more effective. Facilitative support system also makes the difference between moderate and major success for the change program. By listening to the employees, problems and complaints are heard while the process for change is on going. Emotional support is given to the employees. Management can emphasize the potential for personal gain by providing incentives when the change is implemented. Sometimes managers use those employees who have converted to accept change to manipulate or influence others to agree on the change. Co-optation happens when change initiator wants to nurture support but is not interested in genuine employee input thus it creates the impression of participation and involvement. The last resort on minimizing change is the use of coercion. It is the most powerful and quickest technique for developing the change by using formal power and authority. Managers usually use the "Do this or else" line. For coercion to work, the employees must believe that resistance to a change would result in punishment. Coercion is sometimes used when support is needed because a change must be implemented quickly to avoid a great loss for the organization. VI. Conclusion Change will always be present inside and outside of an organization. It is unavoidable therefore managers should be ready to face changes and must know how to handle their human resources and plans in times of change to be able to steer clear of the problems or crisis that will come their way. ...read more.

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