Custom Management Essays

Management Custom Essays: Organisations Change Management

Organisations are highly specialized systems and people working within the organisations are generally cynical to change in the work environment as they don't want to get into uncharted territory. It is the natural tendency of human being to live in their comfort zone and no one likes to be comfortable being uncomfortable even for a short duration (during the change process).

But, for organisations to survive and succeed in the current environment change is no longer optional. Organisations have to learn to love change to stay ahead of competition. Definition - Change management is about moving from one state to another, specifically, from the problem state to the solved state (Jung, 2001).

But, the organisational terminology for change management can be varied and 'change' may be used under different terms. Eg. When a company talks about re-engineering, restructuring, promoting cultural transformation, or keeping pace with the industry, then it is talking about change. Lewin (1951) conceptualized that change can occur at three levels Change in the individuals who work in the organisation - that is their skills, values, attributes, and eventually behavior. Leaders have to make sure that such individual behavioral change is always regarded as instrumental to organisational change.

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Management Custom Essays: Manager Management Business

In recent years there has been an upsurge in the Internalization of markets as various organisations are extending their services to different countries of the world in a bid to either flow with the competition existing within its industry, reduce costs etc. Managers of multinational firms are now increasingly realizing the significance of people management practices in ensuring the profitability and viability of their business operations (Brewster, 2002). This act of internationalization introduces the human resource manager to the intricacies and issues that come with the internationalization of a corporation.

These issues and intricacies have led to the introduction of the International Human Resource management which according to Dowling and Welch (2004) is defined as 'going beyond the spectrum of management of expatriates and extends to the worldwide management of people.' And which Scullion (1995, cited in Scullion & Collings, 2006) defines as 'the Human resource issues and problems arising from the internationalization of business, and the Human Resources management strategies, policies and practices which firms pursue in response to the internationalization process.' These Human Resources Management Policies though from the Parent Country (PCN) can not always be applied in the various subsidiaries.

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