Changing organizations is as messy as it is exhilarating, as Assignment

Changing organizations is as messy as it is exhilarating, as frustrating as it is satisfying, as muddling-through and fictive a serve up as it is a thinking(prenominal) peerless. (Palmer et al, 2009) - Assignment Example369-370). The requirement for change back be because of the external factors such as due to change in demand, shifting taste and preferences of the customers, antiquated products or technology, etc. The internal factors include the growth of the company, retired leaders of the organization, or a re-engineering of operational functions of the company. no matter of the causes and sources of change, all the organizations frequently face the need of transforming certain system, people, or process inwardly. This is a difficult process and many unsuccessful results are seen every day, yet it is considered to be the most significant function in an organization (Flamholtz, and Randle, 2008, p. 5).This study is based on the following definition Changing organizations i s as messy as it is exhilarating, as frustrating as it is satisfying, as muddling-through and creative a process as it is a rational one (Palmer, Richard and Akin 2008). Many processes and systems are uprooted during the course of bringing about the change in the organisation. So the different facets of organisational dynamics would be studied, so as to understand the dynamics which lead to strategic changes within the organisation. Also the types of such change would be discussed in order to understand the outcomes of such dynamics on the change management process in the organisation. Apart from this the study would also throw some settle on the situations, opportunities, threats, and emerging issues, when change unfurl inside the organisations (Flamholtz, and Randle, 2008, p. 6-7).Even after knowing all the benefits, one thing remains constant that is change is complicated. An organisation faces numerous challenges while planning, and implementing change. So discussion on strateg ic changes with organisations is incomplete without analysing the challenges associated with the change process. The common challenge is