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    Summary Notes On Organizational Change and Stress Management

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    Roneeldra Kumar
    This document discusses six forces driving organizational change: 1) workforce demographics, 2) technology, 3) economic shocks, 4) competition, 5) social trends, and 6) world politics. It also contrasts planned change, which is intentional and goal-oriented, with unplanned change. The goals of planned change are to improve organizational adaptability and change employee behavior. Change agents are responsible for managing planned change activities.

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    Summary Notes On Organizational Change and Stress Management

    Uploaded by

    Roneeldra Kumar
    35 views1 page
    This document discusses six forces driving organizational change: 1) workforce demographics, 2) technology, 3) economic shocks, 4) competition, 5) social trends, and 6) world politics. It also contrasts planned change, which is intentional and goal-oriented, with unplanned change. The goals of planned change are to improve organizational adaptability and change employee behavior. Change agents are responsible for managing planned change activities.

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    MBA 435

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    This document discusses six forces driving organizational change: 1) workforce demographics, 2) technology, 3) economic shocks, 4) competition, 5) social trends, and 6) world politics. It also contrasts planned change, which is intentional and goal-oriented, with unplanned change. The goals of planned change are to improve organizational adaptability and change employee behavior. Change agents are responsible for managing planned change activities.

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    © All Rights Reserved
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    Download as docx, pdf, or txt
    35 views1 page

    Summary Notes On Organizational Change and Stress Management

    Uploaded by

    Roneeldra Kumar
    This document discusses six forces driving organizational change: 1) workforce demographics, 2) technology, 3) economic shocks, 4) competition, 5) social trends, and 6) world politics. It also contrasts planned change, which is intentional and goal-oriented, with unplanned change. The goals of planned change are to improve organizational adaptability and change employee behavior. Change agents are responsible for managing planned change activities.

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    © All Rights Reserved
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    Summary Notes on Organizational Change and Stress Management

     Contrast Planned and Unplanned Change

    Organizations face a dynamic and changing environment. This requires adaptation. Six specific
    forces that are acting as stimulants for change.

    1. The nature of the workforce. Almost every organization must adjust to a multicultural
    environment, demographic changes, immigration, and outsourcing.

    2. Technology is changing jobs and organizations. It is not hard to imagine the very idea of an
    office becoming an antiquated concept in the near future.

    3. Economic shocks. These led to the elimination, bankruptcy, or acquisition of some of the
    best-known U.S. companies, including Bear Stearns, Merrill Lynch, Lehman Brothers,
    Countrywide Financial, Washington Mutual, and Ameriquest. Tens of thousands of jobs were
    lost and may never return.

    4. Competition is changing. Competitors are as likely to come from across the ocean as from
    across town. Successful organizations will be fast on their feet, capable of developing new
    products rapidly and getting them to market quickly. In other words, they’ll be flexible and will
    require an equally flexible and responsive workforce.

    5. Social trends don’t remain static either. Consumers who are otherwise strangers now
    meet and share product information in chat rooms and blogs. Companies must continually
    adjust product and marketing strategies to be sensitive to changing social trends, as Liz
    Claiborne did when it sold off fashion brands (such as Ellen Tracy), deemphasized large
    vendors such as Macy’s, and streamlined operations and cut staff. Consumers, employees,
    and organizational leaders are more sensitive to environmental concerns, also, as “green”
    practices are quickly becoming expected rather than optional. And last but not least is world
    politics. A global context for OB is required. No one could have imagined how world politics
    would change in recent years. We’ve seen a major set of financial crises that have rocked
    global markets, a dramatic rise in the power and influence of China, and dramatic shakeups
    in government across the Arab world. Throughout the industrialized world, businesses—
    particularly in the banking and financial sectors—have come under new scrutiny.

    Contrast Planned and Unplanned Change

    Planned Change - Change involves making something different. When change is an intentional,
    goal-oriented activity it is planned change. There are two goals of planned change:

    1. Improve the ability of the organization to adapt to changes in its environment. Change
    employee behavior. Change agents are those responsible for managing change activities.
    Change involves making things different. Some organizations treat all change as an
    accidental occurrence; however, change as an intentional, goal-oriented activity is planned
    change.

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