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Organizational behaviour

Dissertation : Organizational behaviour. Recherche parmi 299 000+ dissertations

Par   •  18 Août 2015  •  Dissertation  •  3 319 Mots (14 Pages)  •  896 Vues

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Table of contents:

  1.     The Executive Summary
  2.     The Introduction
  3.     The Types of Changes
  4.     The Forces of Changes
  5.     The Resistance to change
  6.    The  Strategies for managing strategic for change
  7.    The Conclusion
  8.     The References/ Bibliography

  1. .  Executive summary

This assessment is mainly an examination and case study about Sony Corporation. It demonstrates the various types of changes and discusses the forces of changes with examples of internal and external forces. The case study will also explain the causes of resistance, and the strategies used by managers and different sources of resistance Sony is likely to face and evaluate the methods that can reduce resistance of changes. Furthermore it will give recommendations and followed by a conclusion at the end.

  1. .Introduction

According to the author Gareth Jones (2010) Change is important to an organization because of continuous change in technology and globalization as a result mobile adaption and social media have revolutionized a lot of businesses and the effect is the increase of need of change which includes management. Therefore managers and employees have to be able to adapt quickly and successfully. Sadly not all the Business survive to diverse changes due to various factors even the most the most successful companies cannot forever be on top. For example a lot of catalogues or journals printed the World’s top 500 corporations in 90’s but as a result of change few companies after years are not able to maintain their position.

Why is change so important to an organization and for managers? That’s because a Business which doesn’t bring new innovation and technology are unlikely to success in the competitive markets. Very few business leaders in 1990’s could have envisioned how the internet and web could have an impact on businesses (Richards, L., 2013).

  1. .  Basic  Types of changes

For an organization to be capable to adjust with the changes of a variety of force it is a necessity to plan and have a great understanding of change. We shall illustrate the types of changes that have occurred in order to try to improve in the market and increase sales.

Happened Change:

This is takes place unsurprisingly due to external factors. This is a sort of change that take place when a business have a phase in the organization and become victim rashly to the requirement from the surroundings they live in.  We use for instance, money depreciation, on which it has no power, harmfully affects over Sony Corporation from 2000 to 2003 their shares, went down from $125 to $25. Some political and social changes are also factors of this change.

Reactive Change:

Changes are in reaction to a chain of events are called reactive changes. The changes take places when an organization products or services face an increase, decrease or if a problem occurs or have a development( Lewin, 1951).. Change In technologies, for instance, forces Sony to devote in applying current technology. Apple’s IPod of the latest technology could be the reason to the increase of the demand for the merchandise. Therefore Sony required changes in reaction to diverse exterior forces since the consumers were interested in easy use of products like Apple’s. The activity is a reactive change, because it involves the organization, and happens as soon as the corporation is undergoing rigorous crises.

Anticipation Change:

  This change takes place when an anticipation of an occasion or else a chain of actions is anticipatory change. Sony in recent times announced that it would put in $1.8 billion over the year of 2005 for the cost of the restructuring the company. Sony, which began its operations in Japan, had been known all over the world for Walkman music player, play station and TV etc..  But after years of success Sony sales has decrease and plans to improve this figure. (McShane, S., Von Glinow, M. 2009)

A lot of companies, in requisites of their anticipation, usually reorient themselves to upcoming demands. Modification involves making changes in anticipation or of outdoor measures.  For company like Sony reorientation involves moving from ‘place’ to ‘place’ in expectation of a varying location. It requires changing the organization from its current state to an ideal expectations state, and running the changeover progression.

 A Planned Change:

When it requires changes in the current ways of operating is called planned or developmental. It is an intended change, originally to achieve a certain desirable production or performance and it make the organization more open to domestic and external demands. For instance Sony executives decided  to concentrate on employees’ communication skills and technical expertise with the best engineers, build teams, restructuring  Sony after their previous failed to sales in the market, developing up to date technologies, new commodities and services.

Stringer the new CEO said Sony made a promise before but failed to accomplish them.

This category of change, wherever the future position is being deliberately elected, it is not menacing. Though, it does need structure and techno-social maintained to carry on.

Total Change:

This change requires for an organization to develop a strong link between the strategies, a new vision and a business and employees performance.

For Sony, it has to survive or fail.  The Total change is required to remove Sony since the situation that has set in due to failure of business, employee-organization value, and division of the operators since the reality of the business atmosphere and an interest of power by a small number of people who could be an additional to their personal interests at the cost of the business. Sony vision is meeting point and develops the best technologies...

Fundamental Change:

 This is the recent reason or vocation of the business. It may be necessity for severe changes in the company situation, the disappointment of the existing direction, or diverse   troubles with the member of staff state of brainpower or a bristly drop in revenue. For instance Sony had to change their CEO after the company failed to achieve the goals they set and appointed a new CEO Howard Stringer.

4.0.   Forces of changes


Whichever factor in our surroundings that deals with the organisation capacity to demonstrate the human, financial and material resources it needs to produce and market its services or products becomes a force of change (Palmer, 2009, p.161).  There is Internal with an amount of forces that function in the business that could assist or else deter its occupations. For an organization is therefore important focus to two forces: the external and the internal to the organization.


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