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Essay / Research Paper Abstract
This 9 page paper discusses the following quote “Organizations don't change. People do - or they don't. If staff don't trust leadership, don't share the organization's vision, don't buy into the reason for change, and aren't included in the planning - there will be no successful change” The way change takes place is discussed looking at theories of change, including Theory E and Theory O, and then a case of change is used to illustrate the points raised. The bibliography cites 11 sources.
Page Count:
9 pages (~225 words per page)
File: TS14_TEpeopchang1.rtf
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Unformatted sample text from the term paper:
today compared to their origins, Nokia, the telecommunications company started out as a paper mill in 1865 (Harbert, 2000). This may be seen as an extreme change, but many companies
have undertaken similar changes over time. The change which occurs in the firms as they change may be gradual or may be sudden, but in all cases they will be
the result of human input. Management may realise the need for change and develop a strategy, or they may recognise an opportunity and seize that opportunity. This emphasizes the
human aspect of change and may be used to support Carol Gomans assertion that it is not organizations that change, it is people. Change may be defined as
"to become different" or "to become altered or modified" (Dictionary.com, 2009). The questions is how does this occur in organizations, is an organizations as static and change only as a
result of the people within them choosing to make those changes, but it may also be argued that organizations are social structures that are able to develop and evolve.
Chaos theory is an interesting consideration of the way change may occur. Chaos theory looks at organizations as open systems that existing in an environment that is constantly changing. If
organizations are an open system they cannot be controlled in a logical manner (Cadence, 2002). Furthermore, when attempts are made to control them there will be changes, but the link
between cause and effect is less tangible than many believe and actions simple result in a disturbance of the system rather than a real change (Cadence, 2002). The links between
cause and effect exist, but they are very complex (Cadence, 2002).When it comes to change there is the argument that there can be wide ranging or dramatic changes occurring that
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