Why are there different perspectives on change within organizations Essay

Why are there different perspectives on change within organizations - Essay Example Bateman and Zaithaml (1990) assert that organizations must change because the environment within which they operate is constantly changing. They need to incorporate and implement change not only survive but also to maintain a competitive advantage within the industry. The various internal and external drivers of changes are intrinsically linked to performance outcome of the firm. They also influence the perspectives of people in the organization and therefore, directly or indirectly impact the performance of the organization. Therefore, they become vital factors to be evaluated and analysed for efficient exploitation by the managerial leadership. But at the same time, it is equally true that changes are perceived differently by different people and therefore, there is always an element of resistance within a group of people in the organization. Indeed, the different views on change within the organization can be explained because organizations have different goals, structures and org anizational culture that may necessitate different response to the defined change. The perception to change therefore is often influenced by multitude of issues which can be defined by individual ideologies and beliefs; group representation; individual and organizational competencies; power dynamics within the organizations; inter-cultural compulsions etc. ... The organizations, in totem, also have wide ranging reaction to the environmental changes. They adapt and exploit them to improve and improvise productivity. The people therefore become major factors within the organizations whose perceived value of the changes can have considerable impact on the outcome. The organizational perception to change needs to be evaluated and analyzed for gaining leverage in the highly competitive business environment. Thus, the diversity of issues and factors that promote different outlook to changes within the organizations would be discussed for developing more effective strategy of change management in the organization. Many social scientists have proposed four major determinants of change: the structural-functional, multiple constituencies, organizational development, and creativity and volition perspective (Jackson, 2003; Cyert & March, 1963; Shafritz and Ott, 1991; Pfeffer, 1981). The various propellants are primarily focused on optimal performance by changing inputs into desired output by the organizations. The structural-functional paradigm promotes changes that increase the productivity through increase in functional efficiency and structural modification. The Fordism highlights the increase of productivity through standardization of process. Change intervention becomes essential part of business strategy. Thus, businesses constantly look out for processes and means that would enhance their productivity and financial benefits. Multiple constituencies primarily focus on various stakeholders of the business which can have significant influence on the performance of the organization. The various linkages within and outside the organizational purview