Analysis OF D2 Essay Example | Topics and Well Written Essays - 3000 words

Analysis OF D2 - Essay Example Therefore, it is necessary that the change to be implemented must be congruent with the complexity, dynamism and uniqueness of the organization. The rapidity of change which is taking place in economic, social and political environments is having a strong impact on the individuals as well as the organizations. Although change is s constant process, the velocity and promptness have always differed. As a result of the changes in the external environments, organizations are forced to make various changes in their system of operation. Thus, we find a number of companies undergoing strategic changes in order to cope with the prevailing challenges. A strategic change is defined as change process where a company restructures its marketing or business plan on a broader context. The principal intention for making strategic changes is to satisfy organizational goals and harmonize the organizational activities with the external business environment. However, strategic change does not always mea n alteration in the entire business plans; sometime it also refers to small scale changes. According to Chen et al. (2013) organizational change management is a crucial activity of the organizations. Jones (2004) stated that organization mainly changes for two reasons. One of reason can be the response to the changing external environment and another reason can be the reaction of the company to a particular crisis situation. Haveman, Russo & Meyer (2001) states that organizational change also becomes evident when companies undergone a shift or change in executive power. According to several studies, there are numerous causes for an organization to embrace change within the internal environment. One of the major causes is the implementation of new technology. In this fast moving and cut throat competitive environment, organizations have no options, but to remain at par with the competitors. In order to achieve it, companies often make technological developments improve organizationâ €™s capabilities and enhance the efficiency of operation. Some of the other common reasons for embracing change are satisfying the dynamic needs of the consumers, to support the economy and also to grab growth opportunities (Corneliusassoc, n.d.). According to Anderson (2012), organizations undergo different type of changes and the most common ones are development change, transitional change and transformational change. However, it depends on the situation and need of the organization. Although change is a necessary process for the purpose of growth and development, but companies often face difficulties in implementing those intended changes. One of the biggest obstacles to the implementation of change within organization is the resistance of employees. Employees have a belief that with new system, their existing state may get disrupted and can destabilize their position in the organization. Moreover, if also leads to dissatisfaction of the employees and can seriously impede org anization’s growth. Figure 1 The present study seeks to investigate the problem of change management in D2, the auto-components manufacturer. The case sheds light on the fact that the company is currently facing a large number of issues pertaining to the cost of operation. The economic downturn further worsened the scenario and the company struggled to survive in the market place. The company therefore focused on the formulation of new strategies which is to achieve economies of scale. However,