JF Consulting offers organisational services with excellence.
 

Organisational Change

Our Strategy for Change Management:

1. Identify your change management team

2. Change management framework

3. Define the case for change

4. Implement the change

5. Evaluate the change

6. Sustain the change

Organisational Change

Several organisations are trying to implement fundamental changes in order to alter the manner in which business is carried out, as a means to adapting to the ever-changing market conditions as well as the advancements in technology (Erikkson, 2003). Thus, in today’s turbulent environment, change is a common experience (Fox & Amichari-Hamburger, 2001). Change is a phenomenon that has rapidly characterised the world we live in today. Arguably, the only thing still constant in our lives and organisations today is inconstancy (Church, Siegal, Javitch, Waclawski & Burke, 1996; French, 2001; Mossholder, Settoon, Armenakis & Harris, 2000). Indeed, in a world where the only constant is change, organisations that are able to effectively manage change are better positioned to create and maintain a competitive advantage (Kets de Vries & Balazs, 1998; Skinner, Saunders & Thornhill, 2002).

 

Taking into account the vast number of text denoting “next step programmes (Collins, 1998) it becomes evident that these prescribed methodologies do not necessarily translate into effective organisational outcomes within their complex micro, meso and macro systems (Mello, 2011).  Apart from this, due to the numerous terminologies and processes of change management, there is an increased complexity when using prescribed texts to “manage” change (Carter 1998).

 

Numerous organisations are trying to execute fundamental changes in order to alter the manner in which business is carried out, as a means to adapting to the ever-changing market conditions as well as the advancements in technology (Erikkson, 2003). Thus, in today’s turbulent environment, change is a common experience (Fox & Amichari-Hamburger, 2001). Traditionally change was regarded as something that happened “to” or “in” an organisation when the reality is that change is an intrinsic part of the organisation.  As organisations are unique and complex non-linear systems operating within multiple contexts and necessitate the need for permeable organisational boundaries in which organisations can grow.

 

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