change in organisational behaviour Essay

Submitted By vessslee
Words: 1105
Pages: 5
Open Document
What would be the likely outcome of such alternative cause of action?

There are two main outcomes from the causes of actions to implement change one which is pursuing everyone to take on board the new idea of change or the workers resisting change and ultimately going on strike.

By clearly communicating and negotiating with the resisting side they can learn that there is also a positive side to the change where everyone has something to gain which may lead to them liking the idea of change as Cheryl just wants to help with organisation grow whilst keeping jobs of the workers in Minnesota. The resistant could also be educated on how there is also a negative side to not changing to pursue them that change is for the better, such as if they don’t offshore to China, Philippines and Indonesia that they wont meet the new sale targets, not be able to keep competing with other toy manufactures who offshore their manufacturing for cheaper prices and fall being as majority of companies are globalizing.

Force Field Analysis

By dividing the two different groups triggers and resisting to change force field analysis sets up the stage for making change possible. But if either sides are equal or the workers resistant to change have a majority than change will not occur. For change to be possible the triggers must overcome the resisting group.

1. Naive approach to change
If the Naïve approach to change was used it would create a lot of tension within the company as they would just be ignoring the resistance. This would make their upcoming negotiations with the union a lot more difficult as well as workers slowdown in production or even have a strike. Although the end result would lead to Cheryl having what she wants she would ultimately lose the respect of majority of the employees as she just ignored them.

2. Planned approach to change
By using behavioural phycology and implementing change-using techniques to overcome resistance and bring about attitude to change it allows all employees to get agree with the change without any conflict as well as meeting the new sale targets.
3. Emergent approach to change
As this approach usually has everyone involved in the direction of driving success for the organisation there is an aim, which is understood by everyone, which is to meet the new sale targets.

Through the Force Field Analysis Kids&Company will be able to meet the boards new growth targets as well as allowing the business to grow in new markets such as supply of wooden lower-priced toys to the midmarket. It will also allow them to close the deal with Bull’s-Eye as they can provide them with a cheaper exclusive line of wooden toys in time for the holidays. But although offshoring the manufacture of the toys would benefit the business in lower cost of productions and emerging in new targets there is also a possibility that they will loose customers as one of the companies main catch was ‘hand crafted with pride from the USA.’ Luckily it was one of the first main issues present where if Cheryl implements the change of offshoring with quickly by hiring Pat Sampsen who could market and package the toys in a convincing manner then the effects of offshoring may be minimalized.

Which is the most desirable one and why?

In our opinion predominantly all of them would be a desirable choice for Cheryl to implement this change apart from The Naïve Approach as in that approach she would just ignores everyone who is resistant without communicating, pursuing them on why change is a better option.

Force Field Analysis Planned approach implements resistant to change in the most rational manner as by using behavioural phycology to change it will help improve the ability of orgainisation to adapt to change, by changing the behaviors of individuals and groups in the organisation. As change is controlled it indicates clear objectives and benefits towards the vision of the future of the company. Such as how it will allow the
Show More

Related Documents: change in organisational behaviour Essay

Questions On Organisational Behavior

True/false questions MenuItem 1: {Topic 1} Introduction to the field of organisational behaviour Question 1: Scholars have been studying organisational behaviour since the days of Greek philosophers. True*: False: Feedback: Page 4 Difficulty: Medium Question 2: In order for something to be called an organisation it must have buildings and equipment. True: False*: Feedback: Page 6 Difficulty: Easy Question 3: All organisations have a collective sense of purpose, even though this purpose…

Words 6845 - Pages 28

Ob Change Management Essay

Culture & Change I Learning outcomes        Outline the meaning and nature of organisational development; Examine the nature, types and main features of organisational culture; Evaluate influences on the development of culture and the importance of culture; Detail the characteristics of organisational climate and employee commitment; Explore the nature of organisational change and reasons for resistance to change; Examine the management of organisational change, and human…

Words 2746 - Pages 11

Organization and Organisational Effectiveness Essay

order is fine. Organisational behaviour is the study of what people think, feel and do in and around organisations. Organisations are groups of people who work interdependently toward some purpose. Although OB doesn't have a specific career path, it offers knowledge and skills that are vitally important to anyone who works in organisations. OB knowledge also has a significant effect on the success of organisations. This book takes the view that OB is for everyone. Organisational effectiveness is…

Words 407 - Pages 2

Essay on Schedule: Organisational Behaviour

ATTACHMENT 1 – SUBJECT OUTLINE Name of Subject 1 (Subject Code 1) Organisational Behaviour (TMGT602) (Use a separate outline template for each subject in the course) SECTION 1 – GENERAL INFORMATION 1.1 Administrative details Associated higher education awards (for example, Bachelor, Diploma) Level (for example, introductory, intermediate, advanced level, 1st year, 2nd year, 3rd year) Subject Coordinator Master 1.2 Duration (for example, one semester, full year)…

Words 878 - Pages 4

Article Review I Essay examples

Journal Article Review I Changing attitudes about change by Bommer, W. H., Rich, G. A., & Rubin, R. S. In this article, the authors aimed to demonstrate the longitudinal effects that transformational leader can have on the levels of employee cynicism about changes within the organisation. The authors chose the transformational style of leadership as they believed that this form of leadership required individuals to effectively change the fundamental beliefs and attitudes of followers’. In other words…

Words 596 - Pages 3

Discipline Of Organisational Behaviour

other. On this view, the meaning of Organisational Behaviour (OB) can be simply explained that it is the study of the behaviour of people in dealing with an organisational setting. Analysing the Organisation Behaviour cannot be studied in isolation because it involves a number of simultaneous functions that relate to the total processes within an organisation. Therefore, it embraces an understanding of the behaviour of people, the process of management, organisational context and processes and interrelationships…

Words 1750 - Pages 7

Essay about How Values Affect Individual and Organisational Behaviour

How values affect individual and organizational behaviour Schwartz (1992) described values as desirable, trans-situational goals, changing in significance that serves as guiding principles in people’s lives. In simpler words, values evolve from circumstances with the outside world and can change over time. They are believed to have a significant influence on the behavioural and emotional of individuals (Rokeach, 1973), also on the organisational culture (O’Reilly & Chatman, 1996). Values…

Words 1476 - Pages 6

Materials Request Essay

the structure of an organisation affect its culture and its ability to motivate its employees to be creative? Why is this important for managing innovation? The hierarchical levels within a company make up its organisational structure. There are two basic types of organisational structure; horizontal and vertical, which are sometimes referred to as flat and tall structures. These types of structures are based on the amount of authority levels within the organisation. More complicated structure…

Words 2829 - Pages 12

Geeks Of Chic Case Study

module 1 and 2 to conduct a critical analysis of the two job related attitudes: job satisfaction and organisational commitment as they manifest in this case. Work related attitudes are thought of as an important measure of tendencies that an employee may have towards: another person, event, product or process (Marr 2002). The most commonly analysed attitudes at work are: Job satisfaction and organisational commitment. Job satisfaction being the degree to which individuals feel positively or negatively…

Words 3209 - Pages 13

Essay on Actions in the workplace

Essay topic Are the actions of people in the workplace a consequence of individual or organisational characteristics? What would promote ethical behaviour at work? Introduction Unethical decision-making and behaviour within organisations has received increasing attention over the past ten years (McCabe et al 2006). Some of the more recent examples of questionable business ethics include Arthur Anderson, Enron and Merrill Lynch. But being ethical is not simple, there are many factors and contextual…

Words 2624 - Pages 11