Organisational Change Assignment Example | Topics and Well Written Essays - 3250 words

Organisational transplant - Assignment ExampleIn most cases, the process of modify is met by some sort of resistance because employees tend to uncertain about the new concept being introduced as its outcomes tend to be uncertain (Pardo del Val & Maartinez Fuentes n.d, p. 5). Change should be a gradual process that should focus on having all team members on board, but those that seek to maintain the status quo are normally outshined by the same.John Kotter, a leading thinker in management, asserts that an eight step model is the surest way for leading changes in an organisation with a high-pitched chance that the organisation that applies it assured of success. The eight step model will be discussed later within the paper so as to capture an in-depth analysis of the same. Resistance within an organisational setting is something that a leader should anticipate, meaning that being prepared for this is likely to influence the speed of implementing the changes desired. Once change ha s been implemented, managing it becomes the next line of work as poor management of change is likely to foster undesired results. In essence, the need to implement change results from the aspect of globalisation and new technology innovations made every day that seek to make business practices be more effective, which is what every business organisation seeks to achieve (Aquinas 2010, p. 244). The implication of this is that organisations should operate at their local level but apply international strategies so that their products and services can go global which a concept that McDonalds understood well (Vignali 2001, p. 98). With this, the bear witness will delve into the perspectives of John Kotter on change, the three schools of thought on change and their relevance today.In an organisational setting, change management refers to the process of helping individuals and teams within an organisation to transition towards the future that that the organisation desires (Burgess 2004, p. 169). According to many, change tends to be deliberate and