Organizational Change Of Corporate Sustainability Assessment Answer

 

l., 2012). Therefore, it would be apt to say that the role which the management of a particular business organization during the process of organizational change becomes one of paramount importance.

Role of management during change management

As per the opinion of many people the management of a particular business organization plays the most important role during the time of the organizational change (Langley et al., 2013). In the opinion of many people one of the most important roles of the managers during the process of the change management is effective communication (Vaccaro et al. 2012). It is significant to note that the “various managers as well as the management teams” related to the business organization are imbued with the role of effectively communicating the information about the change which is being undertaken by the management of the concerned business organization (Carter et al. 2013). In the opinion of many people “the various employees related to a particular business organization are the founding pillars of a particular business organization” and the success or the failure of a particular venture depends on the hard work as well as the dedication of the employees concerned (Langley et al., 2013). Therefore, it becomes very important for the management team to convey adequately the actual reasons for the change which is being undertaken and the things which the organization is trying to achieve by means of the change which is being undertaken. Furthermore, it is “generally seen that the various employees try to resist the process of the organizational change as it is generally seen that the process of the organizational change requires the various employees related to a particular business organization” to come out of their comfort zone and work in situations which is totally new or alien to them (Vaccaro et al. 2012). Therefore, it becomes very important for the management team of a particular business organization to devise effective strategies so that they can overcome this particular resistance from the various employees related to the concerned business organization (Carter et al. 2013). Another important role of the management team is coach the various employees related to the concerned business organization in a bid to effectively adapt to the changed environment in which they are required to work. As already mentioned the process of organizational change requires the various employees to work in diverse roles which are completely different to normal work profile or work role (Battilana and Casciaro 2012). Therefore, it becomes very important for the business organization under consideration to provide effective coaching or guidance to the employees so that they can overcome the hurdles which they are likely to find in their new job roles. Leadership is another role which the various business organizations need to provide during the process of the organizational change (Battilana and Casciaro 2012). It is significant to note that during the process of the organizational change the entire status quo of the organization gets shaken and therefore it becomes very important for the business organizations under consideration to provide effectively leadership to the employees in a bid to ensure that the entire purpose of the organizational change is not defeated and the overall performance of the organization gets enhanced (Carter et al. 2013). These in short are some of the key roles which the management team of a particular business organization needs to play during the process of the organizational change.

Literature Gap

A number of researches have been conducted on the concept of the organizational change and the factors which the “various business organizations need to take into effective consideration” during this particular change. However, very few researchers have tried to explore the role of the management teams of the various business organizations during the process of the organization change. Therefore, “it would be apt to say that this particular research will shed significant light on this particular very little explored concept” and the findings of this particular research will be very helpful for the business organizations which are willing to take the help of the process of the organizational change.

Conclusion

To conclude, “the concept of organizational change has emerged as one of the most important ones in the domain of the business world” in the present times. This is “generally seen as a reflection of the changing nature of the business world” and also the increasing focus of the various business organizations on the factor of the “overall performance of the organization rather than on the individual performance of the employees related to the business organization”. However, there are several factors which the various business organizations need to take into consideration during the process of the organizational change and “it is precisely here that the role of the management teams related to the business organization” becomes of paramount importance.

Critique of the Literature Review

The concept of change management is a very old one and the concept first gained popularity back in the 1960s when the various business organizations of the world started to feel the need to change a few aspects of their business in a bid to enhance not only their level of productivity but also the annual profit earned by them (Bateh, Castaneda and Farah 2013). The theorist Everett Rogersis is generally considered to be one of the major proponents of this particular concept and his work was later developed by the other researchers as well theorists (Bateh, Castaneda and Farah 2013). It is significant to note that the process of organizational change is a complex one and requires the active support as well as coordination of the various diverse entities related to a particular business organization.

The above given Literature Review first of all takes into consideration only one particular aspect of the organization, that is, the role of the management of a particular business organization during the time of the organizational change. Therefore, it can be said that the above given Literature Review “ignores the other important aspects of the process of the organizational change”, namely, the role of the changing agents during the process of the organizational change, the resistance which the organization encounters during the process of organizational change, the role of leadership, the fit of the organization concerned towards the change which is being undertaken by the organization during the process of the organizational change, the cultural factors and others (Hayes 2014). The above given Literature Review does not take into consideration these factors and there it can be said that in a way this particular Literature Review is not complete. Furthermore, the Literature Review above given is solely based on the information derived from the various textbooks as well as journal articles and does not take the help of interviews as well as surveys to derive the information and the results which are being articulated in the Literature Review.

In the present times “it is seen that the various business organizations take the help of diverse kinds of organizational change models” for the process of the successful implementation of the process of organizational change. The above given Literature Review does not take into consideration the various models of organizational change and only focuses on the role of the management teams during the process of the organizational change. Therefore, it would be apt to say that in a way by focusing only on the role of the management teams during the time of the organizational change and by not focusing on the other important factors the Literature Review in a way is incomplete and it should have taken into consideration the important factors during the process of the organizational change. Furthermore, the Literature Review also fails to take into consideration the model of organizational change used by the various present day business organizations and the various benefits which they provide to the business organizations in the present day context. Therefore, the Literature Review could have been made better by the incorporation of these factors.

The primary strength of this particular Literature Review can be said to be the fact that the Literature Review takes into consideration the opinions as well as views of the various contemporary scholars on the concept of organizational change. Furthermore, the reliance of this particular Literature Review on the various textbooks as well as journals is also an important aspect of the Literature Review as by focusing on these sources the Review tries to show the various theories as well as frameworks of the process of organizational change and the views held by the various scholars related to them.

The below given figure gives an overview of the major articles used in the Literature Review-

Article on	(Langley et al., 2013)	(Wood et al., 2012)	(Neves and Eisenberger 2012)	(Vaccaro et al. 2012)	(Carter et al. 2013)
Article theme	This particular article focuses on “how and why things emerge, develop, grow, or terminate over time” and tries to study the main reasons for which the various business organizations take the help of this particular process.	This article tries to analyze the relationship between the concepts of “organizational performance and two dimensions of the ‘high performance work system” and tries to establish the fact that these two are the key concepts which the various business organizations take into consideration during the process of organizational change.	The article tries to analyze the relationship between the concepts of “temporal relationship between management communication and perceived organizational support” and why they form an important area of concern for the management during the process of organizational change.	The article tries to analyze the role of management team of the various business organizations and the innovative strategies used by them during the process of organizational change.	The article tries to analyze the role of the management and more specifically the role of transformational leadership during the process of organizational change.
Sample	Did not have any sample	Employees related to a business organization	“social services organization”	Did not have any sample	The sample of this particular article were “251 employees and their 78 managers”
Methodology	Secondary Qualitative	Secondary Qualitative	Primary Qualitative	Secondary Qualitative	Primary Qualitative
Summary	Establishes the fact that “tensions and contradictions are one of the key drivers of change, and contributes in a significant manner” towards the process of organizational  change	Establishes the fact that “organizational performance and two dimensions of the ‘high performance work system” considerably affect the role of the managers during the process of the organizational change.	Establishes the fact that “temporal relationship between management communication and perceived organizational support” influences the role of the various management teams during the process of the organizational change in a significant manner.	Establishes the fact that management as well as the innovative strategies adopted by them during the process of organizational change plays a significant role.	Establishes the fact that transformational leadership and the management of the organization plays a significant role during the process of organizational change.
Future Research/ Future Findings	The authors can test the validity of the results derived by them from the various theories and framework on the various business organizations.	For the research the authors took into consideration the “UK’s Workplace Employment Relations”. Therefore, the authors can test the validity of the results derived by them as per other legislations as well.	The results derived by the authors are based on one particular organization. Thus, the authors can test the validity of the results for other business organizations as well.	The authors can try to test the validity of the results derived by them with the help of the interviews as well as surveys.	The authors can expand their findings by testing the validity of the results derived by them in different industries.

References

Bateh, J., Castaneda, M.E. and Farah, J.E., 2013. Employee resistance to organizational change. International Journal of Management & Information Systems (Online), 17(2), p.113.

Battilana, J. and Casciaro, T., 2012. Change agents, networks, and institutions: A contingency theory of organizational change. Academy of Management Journal, 55(2), pp.381-398.

Benn, S., Edwards, M. and Williams, T., 2014. Organizational change for corporate sustainability. Routledge.

Cameron, E. and Green, M., 2015. Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.

Carter, M.Z., Armenakis, A.A., Feild, H.S. and Mossholder, K.W., 2013. Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change. Journal of Organizational Behavior, 34(7), pp.942-958.

Hayes, J., 2014. The theory and practice of change management. Palgrave Macmillan.

Hornstein, H.A., 2015. The integration of project management and organizational change management is now a necessity. International Journal of Project Management, 33(2), pp.291-298.

Kaufman, H., 2017. The limits of organizational change. Routledge.

Langley, A.N.N., Smallman, C., Tsoukas, H. and Van de Ven, A.H., 2013. Process studies of change in organization and management: Unveiling temporality, activity, and flow. Academy of Management Journal, 56(1), pp.1-13.

Neves, P. and Eisenberger, R., 2012. Management communication and employee performance: The contribution of perceived organizational support. Human Performance, 25(5), pp.452-464.

Vaccaro, I.G., Jansen, J.J., Van Den Bosch, F.A. and Volberda, H.W., 2012. Management innovation and leadership: The moderating role of organizational size. Journal of Management Studies, 49(1), pp.28-51.

Wood, S., Van Veldhoven, M., Croon, M. and de Menezes, L.M., 2012. Enriched job design, high involvement management and organizational performance: The mediating roles of job satisfaction and well-being. Human relations, 65(4), pp.419-445.