Bachelor in Business Administration
Middle Managers
Assessing the willingness to organizational change 2012
Sandra Reenis
Intercontinental University of the Caribbean
Institute for Social and Economic Studies. Bachelor Program.
10/26/2012
Final Thesis to obtain Bachelor’s Degree in
Business Administration
Title : Middle Manager; Assessing the willingness to Organizational change
Author : Sandra C. Reenis
Research mentor : Mrs. Rayla Pikeri MBA
Program : Bachelor in Business Administration
Institution : Intercontinental University of the Caribbean (ICUC)
Date and place : Curacao, October 26, 2012
I.
Executive Summary
The present study investigated the attitudes of middle managers towards organizational change within middle and large administrative companies on Curacao.
Organizations worldwide are in the fast pace of globalization influence which force them constantly, to apply organizational adjustments as new business modernization, technological advancements and financial crisis adjustments. This changes drives organizations to constant readjustments of strategic plans to guarantee profit. In today’s globalized and turbulent environment, change has become synonymous with standard business practice and organizations needs to change in order to remain competitive. For companies to survive and guarantee further development, adaptation to new strategic conditions is a must. Major change initiatives failed due to lack of attention to strategic implementations.
Middle managers, widely regarded as the strategic layer, between top management and lower field in organizations, are key persons as they play a really important part in strategy plans implemented by organizations. They are the persons who the top management rely upon to carry out their strategy in a professional way. They are the bridge between success and failure of change programs. Middle managers are also the ones positively or negatively can influence floor employees. Middle managers are taking an
Assessing the willingness to organizational change 2012
Sandra Reenis
Intercontinental University of the Caribbean
Institute for Social and Economic Studies. Bachelor Program.
10/26/2012
Final Thesis to obtain Bachelor’s Degree in
Business Administration
Title : Middle Manager; Assessing the willingness to Organizational change
Author : Sandra C. Reenis
Research mentor : Mrs. Rayla Pikeri MBA
Program : Bachelor in Business Administration
Institution : Intercontinental University of the Caribbean (ICUC)
Date and place : Curacao, October 26, 2012
I.
Executive Summary
The present study investigated the attitudes of middle managers towards organizational change within middle and large administrative companies on Curacao.
Organizations worldwide are in the fast pace of globalization influence which force them constantly, to apply organizational adjustments as new business modernization, technological advancements and financial crisis adjustments. This changes drives organizations to constant readjustments of strategic plans to guarantee profit. In today’s globalized and turbulent environment, change has become synonymous with standard business practice and organizations needs to change in order to remain competitive. For companies to survive and guarantee further development, adaptation to new strategic conditions is a must. Major change initiatives failed due to lack of attention to strategic implementations.
Middle managers, widely regarded as the strategic layer, between top management and lower field in organizations, are key persons as they play a really important part in strategy plans implemented by organizations. They are the persons who the top management rely upon to carry out their strategy in a professional way. They are the bridge between success and failure of change programs. Middle managers are also the ones positively or negatively can influence floor employees. Middle managers are taking an
Bibliography: such as energy and utilities have witnessed and will continue to experience turbulent change Robbins & Judge (2009) Floyd(1990), stated that the involvement of middle managers in strategic planning is said to be beneficial for organizations as they provide valuable "soft information" on key stakeholders, practice and an organization needs to change in order to remain competitive Amernakis, Harris & Mossholder (1993), Gioja, Milleman & Pascale (1997) further develop, they have to adapt to these conditions, they must come to terms with massive change (Mau 2004) Kotter (1996) conducted a research which showed that only 30% of change programs succeed. According to Aiken and Keller (2009) other studies executed over the past ten years reveal remarkably similar results Kotter (1996) is that too many managers do not realize transformation is a process, not an event. influence floor employees. As cited by Jia, Li, Song, Tsui, & Zhang (2008) middle managers are taking an important position in organizations.