The aim of this study is to try to uncover how management and change affects an organization structure. In that context there are various factors underlying change in any organization but the core is the management structure. In this essay we will cover the following as related to an organization; the structure of an organization and culture, organization development, the various factors that can lead to change in any organization and finally, the organization structure and its involvement in change. Most of the findings in this essay will be obtained from literature review and extensive research on various organization sources such as journals and periodical, and the internet. This will enable us to obtain a trend from the various sources enabling us draw a concise argument and conclusion.
Change is a continuous process and the idea that it is inevitable is meant to enable us to adapt to an evolving world. In the business and organization world, this is no different with organizations changing constantly in order to adapt to changes in market trends and consumer needs. To be direct and straight to the point any organization is primarily controlled by the management. It is the management that plays a major role in shifting the organization in any direction perceived beneficial.
On an introductory note, we first need to understand what an organization is. This is a collection of various people with the same goal and linked some way to the external environment. An organization can be a company, an institution, a corporation, nonprofit corporation, cooperatives etc. These have basically been developed with a collective goal. The goal is mainly attained through proper structuring and a management structure. It is stated that the role of any management body in an organization is generating any system capable of integrating operations for high efficiency. The management designs the structure in any organization and determines how the different aspects will interact. This includes changes arising. The main functions entail planning, organizing, staffing, leading, controlling and motivating.
On another factor. Changes might occur in terms of the evolvement of societies which alters the demand and creates the need for new products and services. It is thus the responsibility of any management system to coordinate change to adapt to the new and emerging trends. Other factors that may also lead to change include competition, technology, the desire for growth, the need to improve organizational processes and government regulations among others. All these have a toll on the management (Joseph, 2017). This essay mainly describes the organization development and culture, the factors that lead to changes in an organization and the relationship between management and change.Since management plays a big role in any change, we are going to focus to some extent more extensively on this topic.
Organization Culture
New comers into any group are normally required to learn the norms so as to fit into the group. Therefore, in an organization, we have a system of values and norms that are common and governs how people behave. These common norms and values are called organizational cultures (McLaughlin, 2015).
Organization Development
Organization Development is a process that is mainly planned in order to change its cultures and its structures (Burke, 2004). Similarly, Organization development refers to the long term capabilities of an organization to improve its problem-solving capabilities (French, 1969). Organization development is involved with a lot of theory development and research on organizational change (Mcnamara, n.d.). Organization development can be inspired by several factors and principles that include; participation of people in the development, development of interpersonal communication and the coordination of individuals and the organization goals.
The consensus of people to participate in an Organization development is of utmost importance. People’s will and zeal led to a creation of ideas and opinions that lead to the development of the organization. The level of people’s commitment is also boosted through cooperation. The consensus is also important for easy decision making in the organization. This ensures that there are respectful hearings on every perspective and the best decision is made easily and quickly (Lockard, 2017).
Good communication between members of an organization brings forth development. Furthermore, this makes decision making easier. Organization development is built on the relationship between employees, leaders of the organization. In this Organization development, relationship building process requires proper and adequate communication to be established. It Organization development requires cooperation between leaders managers and the employees creating the organization structure. Organization development encourages team work between different departments. In this communication is vital for team work, clear communication channels are important for everyone to participate in the solving of the organization’s problems. It is also good to encourage customers’ participation. Organizations get to know what to do to improve their services and products to meet the market’s demand (French W., 2004).
Setting up goals that are not colliding with the worker’s goals and objectives help in the easy achievement of organization goals. This is because the organization’s goals do not interfere with the aims and objectives of an individual. This motivates and inspires employees. Goals are set to ease up planning and development. Often employees make goals so as to satisfy a certain need thus an employee consults with the organization goals to make accurate decisions. For development to be achieved, every manager and employee must know and understand what they have to accomplish. Organizations must be able to coordinate the work of individuals and work units. This ensures that everyone is pulling in the same direction.
Factors that lead to change
There are two types of changes in an organization, planned and unplanned for changes (Lombardo, n.d.). Planned changes occur when deliberate decisions are made in an organization. Changes that occur as a result of unforeseen situations are unplanned changes. External and internal changes in an organization can occur because of the two changes. External changes in an organization occur from outside influences. These influences include Globalization, Ethical behaviors, and technology.
The competition also influences change externally. The increase in competition will influence a  company in coming up with strategies to help them withstand the competition. These strategies include how companies maintain their competitive advantages and dynamic capabilities ( Kalali & Heidari, 2017). Some of the factors giving aby company a competitive edge include Globalization and demographics. Secondly, communication influences the shift in competition in any market. This in turn has meant that organizations needs new relation skills (C & Ang, 2005).
An emerging trend is the response time between companies and the customers.Response time speed has crucially developed due to competition in the marketplace. How organizations respond to stakeholders and customers shifts the stated parties’ choices. The faster the response the greater the impact it will have to the marketplace. This has led to decentralization of Decision making in organizations (E, 2004).
Technological changes have also impacted greatly in the way organization sustain competition and change. Organizations that advance quickly in technology tend to have an advantage either in communication or in production. Furthermore, technology greatly influence sales in advertisements and quality production. Communication has been boosted by technology making decisions in organizations smooth and effective (Tan, n.d.).
The most used articles in this essay include French Wendell’s (2004), organizational development and transformation and Nader Seyed Kalali et al (2017), how was competitive advantage sustained in management consultancies during change: The role of dynamic capabilities. Wendell’s book has been particularly helpful in obtaining all the necessary information about an organizational structure and culture. Furthermore, the article has a brilliant explanation of the three principles of change. Nader’s article is particularly helpful in explaining the dynamic capabilities.
In the research of this article, I have discovered much into detail what brings about change in any organization. The three principles of change on the dynamics of change in the organization is just a tip of the iceberg on why organizations change. They cover the planned change aspect of an organization while not addressing the emergent change which, in my opinion, may play an important role in any organizational plans and development.
On the basis of this article’s relation to the topic, I have to a large extent covered the principles that can lead to change in any organization. This is on the grounds of the preceding chapters which talk about management and change. The relevance of this is to broaden the scope the reader has on what brings out management shifts in any organization.
Organization development is an application of behavioral science knowledge that equips managers to help them deal with organizational changes. The changes can be planned for or not but with adequate skills, one can sustain the organization to maintain its competitive edge by adopting good strategies. Furthermore, with the knowledge of developmental principles, an organization can induce changes and can also maintain its position. It is therefore important to deduce that changes in an organization can be predicted and can be sustained. Internal changes occur in the organization from inside sources. Sources like employees and the organization performance. Poor performance, changes in the employees’ expectations and the internal crisis will affect the organization’s changes.


Kalali, N. S. & Heidari, A., 2017. How was competitive advantage sustaained in management consultancies during change. Journal of Organizational Change Management, p. 661.
Burke, W. W., 2004. Organisation Development. 2 ed. oxford: Elsevier LTD.
C, E. P. & Ang, S., 2005. Developing Culture intelligenmce in the workplace. 1st ed. Stanford califonia: Starnford University Press.
E, A., 2004. Change without Pain. Boston: Harvard Business school Press.
French, W., 1969. Organisation development:Objectives,assumptions and strategies. In: Organisation development:Objectives,assumptions and strategies. California: Carlifornia management, pp. 23-24.
French, W., 2004. Organization Development and Transformation. Chicago: s.n.
Joseph, C., 2017. factors that may cause change in an organisation. Small business.
Available at: https://newthoughtevolutionary.wordpress.com/2017/07/12/consensus-and-the-evolution-of-people-and-organizations-part-2/
Lombardo, J., n.d. Factors that cause change in an organisation:planned and unplanned. [Online]
Available at: study.com/academy/lesson/factors-that-cause-change-in-organisation-planned-and-unplanned.html
[Accessed 17 August 2017].
McLaughlin, J., 2015. What is Organizational Culture?. [Online]
Available at: http://study.com/academy/lesson/what-is-organizational-culture-definition-characteristics.html
Mcnamara, C., n.d. Organizational Change and Development (Managing Change and Change Management). [Online]
Available at: http://managementhelp.org/organizationalchange/index.htm
Tan, J. S., n.d. Trends In Organizational Change. [Online]
Available at: referenceforbusiness.com/management/tr-z/trends-in-organizational-change.html
[Accessed 17 August 2017].