A Case Study about Effective Communication during Planned Change
Abstract: In a world in which change is considered the only constant, changes in an organisation’s strategy, structure, processes and/or technology are a prerequisite for success. A main reason why many organisational change efforts do not achieve the desired results is seen in the lack of understanding and acceptance of the change among those affected by the change. This is particularly true for planned change because the majority of the employees are not involved in the planning of the change.
Introduction: Changes in an organisation’s strategy, structure, processes and/or technology are necessary from time to time in order to remain competitive but many organisational change efforts do not achieve the desired results. A particularly significant type is strategic change that is pursued in anticipation of future events. Because of its strategic nature, this type of change is often implemented topdown and most employees are not involved in the planning of the change. The term planned change is used to refer to this type of change in the thesis.
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