When a company witnesses an important growth or change period, the entrepreneur and the executives needs to manage the changes and adapt the organization to its new expectations. They have to adapt the company to the new demand and ensure this expansion without damaging their global service and functioning. But it is not just for this reason for we are discussing a change in the organizations.
Companies change a lot and for different reasons such as growth, new activities or technological evolutions. Change is compulsory and essential for continuing to exist in the competitive market to expand and reorganize a company. But successful changes in the actual world are not simply a question of integrating new technologies. It is also a complex process of development, motivation, adaptation and coherence. If you manage change without taking in account all the elements affected directly or indirectly linked to the company, it would be a disaster. Transformation has to be managed with coherence and smartness in order to ensure the necessary level of commitments by the employees.
In this assignment, we are going to analyze the different points concerning the change management by observing the theories concerning the motivation and process linked to the change, looking what are the main interest of a learning organization and talking about the different theories concerning the training and development, the issues linked to change and team work and the individual differences.
All this points will be further linked to a case of the Pichet group who is a property developer in Bordeaux. In 2004 – 2005, the company has globally changed its organization by relocating its office to a bigger place, adapt its overall strategy to the market and transform its internal organization (new departments, services, activities, etc ...) in order to respond to the new demand in the market. The number of employees increased from 300 to 1200 in 4 years and it helped create more than 20 subsidiaries in the building sector. When a company knows the success and the growth of its global sales, it is always great, but it means also new challenges and goals to reach and secure its future.
[...] The main motivation and process theories, related to Change The process theories are based on the psychological and behavioral processes that motivate people. The main motivation and process theories related to change are issued from the work of “Goleman, Katzenbach, Pearson, Axelrod and others referred to in Inspirational Motivation and the research and thought leadership highlighted in Leading Change”. The two main process theories are the expectancy theory and the equity theory. The Vroom's expectancy theory The Vroom's expectancy theory is a hypothesis which explains that the motivation of a person is linked with the performance and effort. [...]
[...] The reorganization was technically interesting but they did not prepared the employees (they did not put it in the priorities). It was extremely influenced by the CEO's vision (Mr Pichet) of the management (old school style). When I began my internship in the sale department, the atmosphere was really tense and stressed. The employees talked all the day of the last concerning the new changes, etc . but it was mainly fake information or rumors. Two departments were mixed and the two managers were fighting for becoming the one. [...]
[...] main interest of a learning organization and talking about the different theories concerning the training and development, the issues linked to change and team work and the individual differences. All this points will be linked to the case of the Pichet group which is a property developer in Bordeaux. In 2004 2005, the company has globally changed his organization by relocating its office in a bigger place, adapt its overall strategy to the market and transform its internal organization (new departments, services, activities, etc . [...]
[...] It is important for a company to integrate the double loop and deutero learning in their organization because it answers concretely to the question why and how to change without complains. Training and Development Theory (Change Management related) Training and development are important in the process. Learning is valuable and allows, if it is well organized and thought, to facilitate the changes. It is directly linked to the learning organization. There are two dimensions : for the degree of formality (formal or informal) and one for the balance between self-directed and other-directed learning”(8). [...]
[...] Executives should have adapted this message for various internal audiences and described the awaiting change in terms that matter to all individuals. Change efforts should have contained plans for identifying leaders in the organization and pushing responsibility for design and implementation down throughout the company. Through cultural diagnostics, they should have bring the main problems, identify conflicts, and define factors that can recognize and influence sources of opposition. These diagnostics is really important for noticing the core values, beliefs, behaviors, and perceptions that must be taken into account for successful change. [...]
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