Paper Topic:

Managing Organizational Change

Running head : MANAGING ORGANIZATIONAL CHANGE

Managing Organizational Change

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G .

. Huber and R . R . McDaniel (1986 ) in their article The Decision-Making Paradigm Organizational Design ' observes that paradigm shifts or changes in the way in which the organization perceives reality imply a corresponding change within the organization . The article explores the possibility of changes within an organization brought about by certain organizational reflections of issues that directly or indirectly affect the group . By taking into account the various factors that interplay in the decision-making process

of organizations , Huber and McDaniel 's article descend into the core of the issue : how shifts in organization paradigms can influence the organization . Given the fact that organizations have certain preferences and outlooks , changes in the external world can enforce consequent changes in the focus of organizations and , hence , changes in the organization as a whole

While the article remains faithful to the main presumption that changes do occur to most , if not all , organizations at certain points in time the article nails its argument by giving due credit to the fact that organizations have the natural inclination to respond to these changes These responses are taken to mean as reactions to significant external changes that may inflict harm on the organization . Changes in the organization 's environment serve as a stimulus to address these issues and arrive at a corresponding solution to the problems that may arise and a preventive measure in the form of policies to preempt future organizational problems

Considering the assumptions set forth by Huber and McDaniel (1986 , it would be safe to assume that managing organizational change requires more than basic instincts . What is perhaps required is the capability of the organization to make certain adjustments and adapt to these adjustments and the capacity to balance the compromise between the interests of the employees and the interests of the organization

In an information technology organization , the ideas of Huber and McDaniel (1986 ) can be implemented by taking careful note of several ideas . First is that the information technology sector is constantly evolving and , hence , changes are integral features of the sector Organizations under this sector can learn to embrace the paradigm shifts by not contradicting the force of the social changes . Rather , the organization can go along with these changes and make the most out of these paradigm shifts by allowing the organization and its members to blend well with the changes

Second , companies that are based on information technology spend a considerable sum of money in funding their operations . Given the changing environment of the society , it should be the case that information technology companies should make a careful appropriation of its resources . Misappropriation of company resources just to address the paradigm shifts could result to devastation to the company 's performance as well as to the work habits of the employees

Levy and Levy (2002 ) in their article Prospect Theory : Much Ado about Nothing ' argues that many small gains are better than one large...

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