Each organization has its own background perceptions, ethics, values, and ambitions. Therefore, a “one size fits all” change management process may not work in every organization. We must assess and adapt our process to fit the backgrounds and philosophies of each organization of which we are a part.
Given this understanding, we need to research and assess when, and if, an organization is ready for change, and then adapt a process to best facilitate the change process. In a 3-5-page paper, choose a Middle-Eastern organization at which you are currently working or one in which you are familiar. (If neither is possible, conduct an internet search to identify a Middle-Eastern organization which has gone through a transformation process within the last one to three years.) Then address the following:
§ Provide a brief summary of the organization (its culture, its industry, its product and services).
§ Explain why a change was needed. Be specific about the underlying cause requiring the change.
§ Explain the change process that was created and implemented,
§ Identify the outcome of the change in terms of success, failures, cultural outcomes, and human resource changes.
§ Finally, based on what you have learned thus far in the course, offer constructive advice on strategies the organization may/should have considered to create/implement a more successful change process.
Your well-written paper should meet the following requirements:
§ Be 3-5 pages in length, which does not include the title page, abstract or required reference page, which are never a part of the content minimum requirements.
§ Use Saudi Electronic University academic writing standards and APA style guidelines.
§ Support your submission with course material concepts, principles and theories from the textbook and at least three scholarly, peer-reviewed journal articles.
§ Chapter 4 in Organizational Change: An Action-Oriented Toolkit
§ Abro, M. M. Q., Khurshid, M. A., & Aamir, A. (2016). Corporate social responsibility practices: The case of Saudi Aramco. Journal of Competitiveness Studies, 24(1), 79-90.
§ Knowledge management strategy: An organizational change prospective. (2017). Journal of Enterprise Information Management, 30(2), 335-351.
§ Schumacher, D., Schreurs, B., Van Emmerik, H., & De Witte, H. (2016). Explaining the relation between job insecurity and employee outcomes during organizational change: A multiple group comparison. Human Resource Management, 55(5), 809-827.
§ Chapter 4 PowerPoint — Organizational Change: An Action-Oriented Toolkit
For Your Success
For the most part, change which personally benefits an individual person is typically welcomed. As we review the materials in this week’s module, pay particular attention to strategies and methods that can be utilized to reduce the resistance of employees towards change. Moreover, identify mechanisms where change can be reframed or rebranded to encourage the willing participation of people throughout the organization. This week you have a Critical Thinking assignment and a Live Classroom session with your instructor.
§ the page limit is three pages