The paper "Account Directorate Internal Structure Change" is a great example of a literature review on management. Heraclitus once said on change: "everything is born in strife and constant flux; and whatever lives, lives by destroying something else. " Socrates, of that peerless mind, gave his own reasoning to the subject of change. His proté gé Plato and, later, Aristotle had their own coruscating theories. All said and done, change is inevitable. Time warrants so. In the cutthroat world of business organizations today, change is almost the byword for success. Companies that stall remains wedged somewhere back in time, asleep, never to catch up with the world again.
Yet, however necessary the change man’ s desire for adventure is rivaled by a commensurate fear of the unknown. Implementing change in the modern world is harder than perceived. Characteristically, the notion of organizational change regards wholesale change. Experts refer to this metamorphosis as organizational transformation. In other words, the change has to do with radically re-directing the operations of an organization. Organizational changes can be fuelled by a myriad number of factors, including substantial cuts in funding, need for big increases in productivity et al. The top management – the chief executive and his board - is crucial to a successful organizational change.
Usually, you find an inspirational leader who champions the cause, by being farsighted, influential, and consistent. However, change is best carried out as a team effort. Communication regarding change should be recurrent and with all organization members1. Implementing change is much easier said than done. The entire structure of the organization is affected during the process of change. Resistance from employees becomes inevitable. The most effective approaches to tackle resistance to change are augmented and continual communication and education.
The leader should let all managers and staff know the reasons for the change and how the change will be carried out. The planning process should be handled carefully. If the plans change, as it very well may, it is imperative to communicate clearly to everyone concerned the reasons for the change of the plan.