UNIVERSITY OF SOUTH AFRICA
I, the undersigned, hereby declare that this is my own and personal work, except where the work(s) or publications of others have been acknowledged by means of reference techniques.
I have read and understood Tutorial Letter CMALLE/301 regarding technical and presentation requirements, referencing techniques and plagiarism.
Name: Ignicious Jabulani Masilela
Student Number: 47343648
A witness name: simphiwe Mahlangu
TABLE OF CONTENT
1. INTRODUCTION 3
2. RESTRAINING FORCES OF CHANGE 4
3.1 Complacency 4
3.2 Threats to change 4
3.3 Responsibility 4
3.4 Economic factor 4
3.5 Existing powers 5
3.6 Security 5
3.7 Reason for change 5
3.8 Lack of confidence 5
3. COMMUNICATION DURING CHANGE 6
4. ORGANISATIONAL CULTURE CHANGE 6
5. PROCESS OF ORGANISATIONAL CHANGE 7
6. CONCLUSION 8
SOURCES CONSULTED 8
“Change is the law of life and those who only look to the past or the present will miss the future” (J.F Kennedy). The biggest mistake people make when trying to change organizations is to plunge ahead without establishing a high enough sense of urgency in fellow mangers and employees and this error is fatal because transformation always fail achieve their objectives when complacency levels are high. (kotter,1996, p.4)
However the objective of this assignment is to demonstrate and describe restraining forces of change and the importance of communication during change, organizational culture and the process of organizational change in terms of micro and macro level environments that might impact on the functioning of the organization.
1. Situational Analysis
Gamers Galore as the organisation that manifactures and produce has become the most trusted organisation based on their eductional...