Abstract
The organization change is defined as the adoption of new ideas or behavior by an organization. The mainobjective of organizational change is to maximize the benefits of the people involved in the process and to minimize the risk involved in the failure of implementing and managing change. Organization commitment of the employees is an intangible asset for an organization so as to derive strategic advantage over competitors. It is a psychological link between the employee and his organization. If the employees lack commitment it willlead to increase in absenteeism and affecting labor turnover. The commitment employees will hence ease stressduring organizational change process and will understand and cope with change so as to make it successful. The paper helps to understand the organizational change initiatives undertaken in the organizations. It further helpsto examine the relationship between change management and organization commitment in organizations.Keywords: Organizational change, Change levers, Organizational change initiatives, organization commitment
Highlights
Organizational Change “Every organization must change to survive and to retain its relevance in a world of intense competition, constant scientific progress and rapid communication
The main objective of organizational change is to maximize the benefits of the people involved in the process and to minimize the risk involved in the failure of implementing and managing change
On the basis of review of literature we have proposed the following model to understand the relationship between organization change and organization commitment
Summary
Organizational Change “Every organization must change to survive and to retain its relevance in a world of intense competition, constant scientific progress and rapid communication. Resistance is when employees do not understand the intended purpose of change, when previous working relationship with champion or change agent have been negative and is due to uncertainty among employees when they do not know how change will affect them and they about situations whether they will be able to meet the demands of new product or technology [1]. Another reason for resistance to change is that people who will be affected by innovation may assess the situation differently from an idea champion or new- venture group. Managers as a result should not ignore resistance to change but should diagnose the reasons and design strategies to gain acceptance by users Deschamps [34]
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