The Dynamics of Change and Development


Analyze the organizational environment, culture, and systems that support leading in a global environment.  Apply best organizational practices in leading diverse teams through the improvement process. Integrate leadership skills and behaviors that foster the enhancement of professional leadership competencies. Analyze leadership skills used in decision making, conflict resolution, and addressing ethical issues.

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Organisational Behaviour is the study of recognising the process of human interaction in a professional context. It identifies the way of interacting with the group to determine the level of cooperation. The organization behaviour can be divided into three different levels namely micro-level (Individuals of an association), meso-level, (Work groups) and macro-level (The behaviour of an association)Most of the individuals play the different role both in their personal and professional life.  Recognising their behavioural approaches is thus important enough for determining the organisational success.

The organizational change is observed to be the revolution and the adjustment of the structure of an organization, techniques of services. It is helpful enough to understand the process of completing the works as well as the influence on the associated staffs. The organisational changes can be classified into two types, such as planned change and unplanned change. Planned change is considered as an organized or accepted judgment to make a difference in an organization. With a desire to change from its traditional structures to a self-management team, an organisation requires enabling a proactive and well-composed approach.

Unplanned change is determining the occurrence of the unpredicted events and circumstances. For example, the changes in the government regulations and in the economic structure can be unpredictable to the associates. In resolving such problem, the acceptability and flexibility is necessary. In this case, organizational development is a planned method since it involves staff improvisation and societal significance by meaningful intrusions on human phase. Therefore, the organisational change has brought the significant challenges to the current leaders. The changes in goals, values, and communicational skills are foreseen. It has even created effects on the individual behaviour and priorities (Nastase, 2010). Hence, the managers need to be much flexible and adaptive to embrace such changes (Castenmiller and van Mulligen, 2012, p.14).The radical change is considered as the process where the business could reclaim the competitive progress it becomes vulnerable. This degree of change depends on the firm’s resources and abilities. Radical change is a procedure meant to essentially change the businesses’ processes, systems, structures, strategies, and core values. Transformational change occurs when associations incur radical changes and must fundamentally change themselves. It can only be experienced when an organization ought to deal with different technologies and significant transformations in supply and demand.

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The staffs are needed to be sensible enough to indentify the requirements of such changes. They even need to be intelligent and friendly to be competent in a different setting. As a team member, one needs to be disciplined enough to communicate with the other people (Davies et al., 2011). To instil organizational change, some principles should be applied. Due to the repeated changes, staffs sometimes fail to predict the certainty of business ideas. Another principle is to integrate various perceptions where numerous solutions are required.  It is helpful in documenting the perspectives and certainties in a cohesive way.  Therefore, the new ideas will be assimilated in a new working environment and the staffs will be encouraged to participate in executive such ideas (Gratton, 2011, p.262). It is generating a strong interconnection among achievement and conceptualization, which is rooted in the daily activities. It may not be effective in the future by including the media (Lanting, 2010). One of the principles determines the way of interacting with individuals to bring the innovative ideas. For example, the social media gives an opportunity to receive the innovative ideas shared by the diversified people (Lanting, 2010). Therefore, change is unpredictable to present anxieties, which are involved with high risks (Gratton, 2011).

The implementation of organizational change could bring in another change, which may appear as difficult for all in an organization. If the change is implemented in an effective manner, the objective of change can be met.  Therefore the quo technique is highly preferred. The continuous forces from the internal and external market are the major reasons behind such transformation in an organisation. The external forces required for a change are defined in the following.

  • The nature of the workforce; hence, the organizations need to develop a diverse work environment, where people from different culture could work together towards common goals and objectives.
  • Technology makes it easy for people to perform the activities. This means it could reduce human effort. With the help of the technology, the organizations could speed up the process of performing the activities.
  • Fiscal blows which indicates the rise and fall of global market for housing, failure in the economic sector and worldwide slump
  • Each industry has become dynamic, where the competitors are in the rush of extending the business aligning with the government regulations that are imposed on trading.
  • The social trends change over time; thus, the organizations need to develop their products, services and marketing plans based on the current needs and demands of the market.

Internal forces to be used in within the organization are discussed in the following:

  • Due to the lack of efficiency in the performance, the organization takes the initiatives of implementing the change. If the organization goes through a difficult phase where it has to deal with constant failure, it makes proposals for change.
  • A catastrophic situation calls for a change in an organization. This means a strike from the labour union may put increased pressure on the management of the organization. The workers may ask for the increase in the wages. In addition, the workers may go to the extent of resigning the post. In such case, the organization may implement the change to resolve the issues.
  • The career opportunities of workers could prompt change in the organization. For example, when new employees join the company, they have new expectation. Likewise, the existing employees also have certain expectation. Thus, the organization in such context, have to deal with a variety of challenges. The existing employees may ask for more as they are being experienced and skilled working in the organization.
  • Multiple type of conditions on work may negatively influence organizational change. For example, if the employees lack motivation, it could affect their performance. This could further lead to poor organizational performance. Therefore, it is necessary to implement the changes in the work environment. For example, the changes in the leadership style, changes in the organizational culture.

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Organization development is the process that can be implemented through the techniques of changes. The idea of organizational development comes from morel inter-connection lessons in 1930, where the specialities of mind have been recognized. Likewise, the organization responds to the behaviour of workers. Presently, the activities involved in the organizational development have increased the awareness of change among the people, to the society and surroundings. Organizational development is a continuous process that leads to a successful organizational change since it is a field of methodical training and review. A set of dynamics and action research are the major factors that are influencing organization development and giving consumer attitude as recognized by Kurt Lewin. Lewin played a major part in the development of organization development as it is identified today. He started testing the effects of changes by applying the process of planning, acting, and weighing the outcome since the time of World War. These processes played a significant role in the organization development.

Douglas and Richard Beckhard have developed the description of organizational development that have facilitated the ways of implementing the changes in the organization. Human ethics are also involved in organizational developed process. It includes an opportunity for the individual to act as human but not as the means of production. It also provides the opportunity to the organization as well as to the employees to bring out their potential in achieving both individual as well as organizational goals and objectives. It also provides the opportunity to the organization and the members to utilize the way of performing the necessary task.

While developing the work culture, environment, leadership style, the organization needs to set certain goals and objectives like building employee commitment, cooperation and teamwork strategies. In addition, internal issues such as conflict among the employees, poor communication can be resolved through organizational development. After implementing the techniques for organizational development, it is also important to monitor the outcome. Implementing the changes based on the requirement is not the only task to do for gaining outcome. It is necessary to monitor and evaluate the activities after the change. The managers should keep a close eye on the regular activities of the employees. This could help to identify the issues and find out the solution.

Despite all the above goals, all organizational development programs attempt to attain the objectives below; letting people know the vision of the organization. It helps in allowing employees to get along with the vision of the association, encouraging staff to get solutions of the problems and not running away from them. It is helpful in increasing reliability, contentment and interaction for an effective attainment of its objectives. It involves all the workers in planning processes to make them feel responsible and trusted. It even provides a good working environment and motivation and encourages the staffs to use the skills in an efficient way.

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Furthermore, it has also been identified that the organizations in both private as well as public sector are in the rush of implementing the changes. However, the extent of change in the dynamic environment may require the contribution of effective leaders. The leaders should have necessary skills and knowledge to lead the change towards a particular direction (Bennis, 2001). Thus, to implement the changes, the leaders are accompanied two different types of forces such as external forces and internal forces. The external forces include change in technology, globalization, social and political changes and labor force diversity while the internal forces include changes in managerial personnel, declining effectiveness, changes in work climate, deficiencies in existing system, predicament and employee anticipation. For change to be facilitated, stimulated and coordinated, it needs a change agent. Change agent is someone or anyone who has influence or ability to instill the change effort. Change agent too can be either internal or external and are also assigned roles as agents one (1) and agents two (2) and agents three (3).Agents 1’s roles are acting as a specialist to guide workers through getting answers to problems by analyzing effective information and hence not members of the organization, Agent 2 is to train the workers through new ideas and defining solutions to future implications like individuals, change itself, technology, motivation and methods to be applied are; setting goals, career upgrading and behaviour variation. Agent 3 helps through research which is directly linked to the other roles which a manager can play by giving guide to the workers through the abilities needed for effective results to manage change (Carnal, 1999).

In addition to all these, it is further identified that the employees and the organization may resist the change for some particular reasons. If the change is not communicated to each level of employee, the organization may have to deal with the internal barriers while implementing the changes. When the change implementing in the organization, the employees go to the state of fear of losing their jobs, designation and transfer. On the contrary, the organization may resist the change for reasons like lack of funds, ineffective human resources that are required to implement the change as per the requirements (Chip and Dan, 2010).

These change resistant can easily be managed by applying common skills like interaction on change among members of an organization for successful adjustment, guiding workers through the new skills and processes, replacing something with significance for accepting change and for some workers who prove stubbornness to change but value their work then a threat to loss their jobs can work better (Bordia, 1998).

Change can be successful without affecting the whole working process by simply replacing the less effective part for a more successful one and to do that a manager has to study hard on the consequence of the solution he or she ought to settle on by applying the SWOT (Strength, Weakness, Opportunity and Threat) technique. This particular hypothesis is indicating that the diversified traits in the globe are theoretically connected to each other. The nature of organizations as both dynamic and transparent structures signifies that the wave and knock on effects or waves with negative effects (Darwin et al., 2002) of the changes have to be adhered to. All leaders can make change happen but it takes a great leader in business with a unique power to enable and ensure that the goal of change is achieved, maintained and always updated with the new technology and its outcomes before instilling it (Ursula, 2010). For instance some leaders like Martin Luther, Mother Teresa, Julius Caesar and Nelson Mandela among others are known worldwide but also Howard Schultzhas been recognized for his leading powers in Starbucks on its stand by its objectives and values (Groth, 2011; BBC, 2011).

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 Mark Zuckerberg has become the image of media through his role in leading and establishing facebook has won him fame globally, Anne Mulcahy is applauded since she turned things around in failing Xerox leading it to profits by increasing efficiency, Jim Sinegal receives credit for stimulating Costco to continued success through his humble nature. Lastly, Steve Jobs the co-founder and CEO of Apple, was widely praised not only for being the iPhone, iPod and iMac originator but because of getting it out of bankruptcy back in 1997 to the world’s most appreciated organization in 2011. While some leaders are lovers and heroes of their organizations, some are their organizations villain like Reverend Paul Flowers the former chairman of Co-operative Bank ignored a dangerous union alongside Britannia leading the bank to a great financial crisis. He later he lied on not knowing the true figures of the bank’s asset but was caught dealing on drugs (Harris, 2014)

Organizational change and development are associated with some steps, which are needed to be undertaken for the further success. These steps are: 1. Generate firmness on the need of change by coming up with a free discussion that is believable on what could be affecting them around their area market and what the rival organization is planning and also forecast on the future of the company, upcoming threats (Rodger and Stephen, 2012). Bring out the reality after they have got the point on the need of change and let them be part of the solution. 2. Come up with an influential alliance with powers from different sources like type of work, positions they hold, education category, specialties and political significance. With all these powers, let them work together and recognize leaders in your association and ask them if they can be willing to faithfully work towards change and on the company’s weak areas. 3. Generate the goal for change by connecting all the ideas, perceptions and facts to the end result that is expected and a transparent goal  helps each individual get the idea behind  why you want their help to achieve the company goals and summarize them to how you can see the company’s future and make an implementation tactic.

Communicate the vision by reminding the workers more often and influential and include it in each of the organizations’ work. Make it a necessity when coming up with solutions to problems and in decision making and through this it becomes everyone’s dream too and will all act positively for its result. 5. Eliminate hindrances for change by providing the prove for willingness to change and make all decisions through it always to check on hindrances empowering all included in the mission to change to go ahead. To succeed in this step, we need to note, employ, bring in new leaders whose goal is similar to the organization’s and awarding the good performers towards change, and identify those who are resisting the change and take action since they are part of the hindrances to achieve the goal (Lawler III et. al., 2006). 6. Create Short-term targets alongside the long term goal to inspire the workers once a goal has been achieved and award all the participants in the successful target. 7. Create changes that have effect in the organization. Since every achievement inspires members of the organization to do more towards success and work to improve their weaknesses. The organization should set standards to continue inspiring employees through having experts in the field to educate them on the new skills to lead them towards change.  8. Anchor the changes into the organization culture by recognizing the structures in the organization that supports the change.  Ensure sustainability of the change through leadership support and by creating communication feedback mechanisms between the management and the staff.  Ensure continued change through training of the new staff and providing refresher training and on job training to existing staff.  After all is well and done celebrate the success (Isern and Pung, 2007).

On the completion of the report, it can be mentioned that effective implementation change could positively influence organizational performance. Thus, in order to implement the change, it is necessary to consider certain factors such as developed technology, required skills, cooperative members and other factors. If a majority of the employees is resisting the change, then the management or the leader could implement motivational strategies to make people understand about the purpose of the change. Not all the expected results are immediately or can be achieved as expected but in this case, a more friendly tactic like sending members to the field faced with challenges of change to try changing their mind.

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