ASSIGNMENT 02

COMSATS UIVERSITY ISLAMABAD

Abbottabad Campus

REG NO: SP22-BCS-123

SECTION: 2C

SUBMITTED BY: MUHAMMAD ZAIN

SUBMITTED TO: SIR MUDASSIR ABBASI

DATE: 10 OCTOBER 2022

ASSIGNMENT NO: 02

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Q: Write a note on change in organization. Also define is it good for

organization or not?
 Change In Organization:
Organizational change refers to the actions in which a company
or business alters a major component of its organization, such as its culture,
the underlying technologies or infrastructure it uses to operate, or its internal
processes. Organizational change management is the process of guiding
organizational change to a successful resolution, and it typically includes three
major phases: preparation, implementation, and follow-through. Change is
important for any organization because, without change, businesses would
lose their competitive edge and fail to meet the ever-changing needs of
customers.
 For Example:
Organizational change examples include going from brick-and-
mortar to e-commerce, completely rebuilding the website, launching a new
department, or switching from a silo structure to a matrix. Many examples of
change in the workplace fall in between these two poles. They're incremental
and gradual.

 Types Of Organizational Change:

1. Strategic change.
2. People-centric organizational change.
3. Structural change.
4. Technological change.
5. Unplanned change.
6. Remedial change.

 Benefits come from organizational change:

 Improved efficiency.
 Increased sensitivity to employee needs.
 Better management styles.
 Enhanced market relevance.
 Revised, realistic expectations.
 More cohesive vision and values.
 Higher functioning teams.

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 Improved processes.

BENEFITS OF ORGANIZATIONAL CHANGE

 IMPORTANCE ORGANIZATIONAL CHANGE MANAGEMENT:

Organizational change is necessary for companies to
succeed and grow. Change management drives the successful adoption and usage
of change within the business. It allows employees to understand and commit to
the shift and work effectively during it. Without effective organizational change
management, company transitions can be rocky and expensive in terms of both
time and resources. They can also result in lower employee morale and competent
skill development. Ultimately, a lack of effective change management can lead the
organization to fail.

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ADVANTAGE OF ORGANIZATIONAL CHANGE

Change can assist a business to keep up with
industry trends, making it more appealing to promising consumers as well as
maintaining present consumers. For instance, one way to make sure that a business
does not fall behind when an opponent established and markets a successful new
product is by establishing and advertising a related product of its own. In the
process of organization change employees will be able to acquire new skills, seek
new opportunities and exercise their creativity in ways that eventually favors the
organization through extra ideas and increased commitment.
Knowledge transfer takes place during the process
when people have idiosyncratic information that is valuable to other people, and
thus learning takes place during the change. In addition, the capability to clasp
change can assist employees in a business by developing new opportunities. For
instance, a worker who actively applies himself/ herself to learning the new office
technology can also train others who are more uncertain. This leadership role has
caused the employee to position himself/ herself as a person who has the ability to
guide others and is capable of assuming extra responsibilities, making her a
credible candidate for approaching promotion

DISADVANTAGE OF ORGANIZATIONAL CHANGE

When major change takes place, the impact of
transformation of an organization can be effective and may frequently create
complicated challenges. Change can present a risk and certain level of danger. The
end results can be very costly and sometimes beyond recovery in terms of time,
money, human resources, or equipment’s. It is known that human nature oppose
change, especially if it is perceived to influence one’s lives adversely. When an
organization is undergoing organizational change, such as re-structuring, or
merging, it will result in employees going through the feelings of tension, stress,
and uncertainty, which results in the impact on employees productivity output,
achievement, and engagements toward the organization. In other words, the
aftermath can be out of discipline.
The norm prefers foreseeable future but change disrupts it,
which cause confusion and potentially an erosion of assurance. An employee loose
confident and their ideas are not supported and acknowledge by the higher
management may increase the stress of the employees and this might lead to staff
not performing well in their daily work routine. Secondly, during organizational

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change, staff members might experience loss of attachment. Most of the time,
change requires working with new members, such as a new leader, or a new team.
Gradually, employees will feel attached and develop a sense of faithfulness to their
colleagues. Having to break up this faithfulness, can often be pressurized and make
people anxious. Employees feel that the environment is doubtful, low tolerance of
ambiguity, less freedom and ideal time for work, thus they will unwilling to take
risk, and therefore becoming less motivated and committed to making
contributions.

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