Leading and Managing Change :: Organizational Development, Planned Change

Organisational information is both a professional field of social run and an area of scientific inquiry. (Cummings and Worley, 2009, p.1). Organisational development does not have jet definition however, it has more than one definition that expresses the meaning of ecesisal development and variety show. Organisational development can be best described as a body wide process of data collection, diagnosis, action planning, intervention, and evaluation aimed at enhancing congruity among institutional structure, process, strategy, people, and culture developing new and creative brass sectional solution and developing the organisations self-renewing capacity. (Beer as cited in Cummings and Worley, 2009, p.2). It occurs through the cooperation of organisational members working with a heighten agent using behavioural science theory, research, and technology (Beer as cited in Cummings and Worley, 2009, p.2). Organisational development and change management deal with the trenchant applyation of planned change (Cummings and Worley, 2009, p.3). The two terms deal with the leaders issues and the change process (Cummings and Worley, 2009, p.3). Change is very critical process for every(prenominal) organisation and it is a characteristic of organisational development. Change is moving from one nominate to an another(prenominal) it is the inevit open aspect of life and the essence of any organisation (sharma,2007,p.1)it is the only constant and is moving target as change ill-use became so rapid so it needs effective management and leadership to be successfully implemented (Cummings and Worley, 2009, p.27). Change ManagementManagement and change are interrelated. It is impossible to undertake a journey without addressing its purpose (Paton and Mccalman, 2008, p.3). Managing change is about handling the complexities of change it is about evaluating, planning, and implementing operational tactics and strategies (Paton and Mccalman, 2008, p.3). accord to Armenika s and Bedeian organisational change is greatly responsive to management its possibility remains mellow as managers strive for successful and perfect change in the organisation (Paton and Mccalman, 2008, p.3). Change management is a complex, and dynamic process it is about purpose best fit for the organisation to get best results (Paton and Mccalman, 2008, p.4). The environment is speedily changing resulting from changes in technologies, customers preferences, alteration in the economy and many other factors (Paton and Mccalman, 2008, p.10) so organisations have to take the journey of change to cope with the orthogonal forces facing them and that is done through management. In order to be able to manage change effectively, managers have to look to the faults and problems found in the organisation, put alternatives and stating its pros and cons, decide on the future state of the organisation and then implement the change process (Paton and Mccalman,2008,p.