Organizational Development
CRITICAL THINKING REPORT
"Understanding the Impact of Organizational Change on Human Resources: The Roles, Processes and Challenges."
ABSTACT
Given the accelerating rate of global-scale change, organizational change and development have become more critical to organization success and ultimate survival. This report includes comprehensive discussion on the impact of organizational change on human resources. The discussion involves the roles of human resources when formulating and implementing the various approaches during change processes as well as the challenges faced by organizations for continual change. The changes proposed in this report are mainly focus on enhancing people 's commitment, motivation and inspiration due to the fact that the success of change more than ever depends on the people in organizations.
(98 words) INTRODUCTION In a dynamic business environment, change is inevitable. Changing consumer lifestyles, technological breakthroughs, economic fluctuations, and high level of competition all act on the organizations to cause it to change. In order to survive in today 's corporate world, organizations must have the capacity to adapt to changing condition. Thus, organizational change has become widespread in current global business environment. The purpose of this report is to illustrate the impact of organizational change on human resources. The discussion involves the HR function, various approaches to change and the challenges for effective change.
Organizational Change and Development
According to Brown and Harvey (2006, 3), organizational development comprises the long-range effort to improve an organization 's ability to cope with change and its problem-solving and renewal processes through effective and collaborative management of organization culture. Organizational change develops the potential of individual members and achieves corporate excellence by integrating the desires of individuals with organizational goals.
"Understanding the Impact of Organizational Change on Human Resources: The Roles, Processes and Challenges."
ABSTACT
Given the accelerating rate of global-scale change, organizational change and development have become more critical to organization success and ultimate survival. This report includes comprehensive discussion on the impact of organizational change on human resources. The discussion involves the roles of human resources when formulating and implementing the various approaches during change processes as well as the challenges faced by organizations for continual change. The changes proposed in this report are mainly focus on enhancing people 's commitment, motivation and inspiration due to the fact that the success of change more than ever depends on the people in organizations.
(98 words) INTRODUCTION In a dynamic business environment, change is inevitable. Changing consumer lifestyles, technological breakthroughs, economic fluctuations, and high level of competition all act on the organizations to cause it to change. In order to survive in today 's corporate world, organizations must have the capacity to adapt to changing condition. Thus, organizational change has become widespread in current global business environment. The purpose of this report is to illustrate the impact of organizational change on human resources. The discussion involves the HR function, various approaches to change and the challenges for effective change.
Organizational Change and Development
According to Brown and Harvey (2006, 3), organizational development comprises the long-range effort to improve an organization 's ability to cope with change and its problem-solving and renewal processes through effective and collaborative management of organization culture. Organizational change develops the potential of individual members and achieves corporate excellence by integrating the desires of individuals with organizational goals.
References: Albert, Michael. 2006. Managing Change at HP Lab: Perspectives for Innovation, Knowledge Management and Becoming a Learning Organization. The Business Review 5 (2): 17-22. Brown, Donald R., and Don Harvey. 2006. An Experiential Approach to Organization Development. 7th ed. United States of America: Pearson Prentice Hall. Karp, Tom. 2004. Learning the steps of the dance of change: improving change capabilities by integrating futures studies and positive organizational scholarship. Foresight: the Journal of Future Studies, Strategic Thinking and Policy. 6 (6): 349-355. Kotter, John P. 1995. Leading Change: Why Transformation Efforts Fail. Harvard Business Review. 96-103. Lawler, Edward E. III, and Susan A. Mohrman. 2003. HR as a Strategic Partner: What Does It Take To Make It Happen? Human Resource Planning. 26 (3): 15-29.