Leadership and Change Essay Example | Topics and Well Written Essays - 2500 words

Leadership and alter - Essay ExampleThe basic advantage of the internal metamorphose is that it can be avoided, can be postponed and can be further amended to bring a choice based condition into deviate activity. And there is strong evidence suggesting that the organizations prefer to use and incorporate internal changes instead of follow withing change determined by the away forces. The external change cannot be a voluntary act. The organizations do not oblige choice whether to implement it or avoid it. The external change cannot be avoided. The management of organizations is bound to implement conditions required by the external change. The effects of the external change may not be welcomed by the organizations. The fundamental problem with the external change is that its developers do not dedicate direct relationship with major(postnominal) management of the organizations but they are normally developed and enforced by the regulatory authorities who have their objectives to be served by implementing the change requirements. As a result, the organizations do not wholeheartedly accept the impacts of the external change. And most of the time, they intend and prefer to resist the external change whenever they receive any opportunity to do so. ... Change in the organization Change is essential to organisational survival (Van de Ven 1986). More clearly, change through the pursuit of new strategies requires a highly significant component for organizational survival. All too often, however, organizations break dance to remain adaptive to exogenous shifts in their environment (Christensen and Bowers 1996 Kotter 1996). The expansive literature highlights the factors favouring organizational stability and resistor to change (Nelson and Winter 1982 Tolbert and Zucker 1983 Hannan and Freeman 1984). Even when top management recognize the need to change, publicly hold up new strategic initiative, change or modify incentives and divert significant resources t o develop supportive organizational structures the persistence of existing older norms persistently impede organizational transformation. However, the challenge of change is even to a greater extent daunting for organization working in highly institutionalized framework with strong traditions along with well-established norms of demeanour (DiMaggio and Powell 1983 Kaartz and Moore 2002). Despite such circumstances, the organizations do survive and continue doing business. Understanding the differential capability of organizations to change has become a central point (Bercovitz and Feldman 2008). And recent research denote that understanding variation in organizational response to external pressure requires inspecting and examining intra-organizational dynamics and the actions of individuals in that context as well (Greenwood and Hinings 1996). Type of change New technology has necessitated a real estate agency to introduce and implement