The concept of management change in regards to Larsen and Toubro Essay

The concept of management channelize in regards to Larsen and Toubro - Essay ExampleThe newsprint tells that with swops in consumer needs and perceptions the demands for the goods and services of the organisation also counter a paradigm shift. Thus because of such changes in the organisations foreign climate the management team of the organisation tends to bring rough a lot of alterations in the technical and operational processes in the organisation. These changes are reflected as the organisational changes inside the head ache. way on the above discussion the organisational changes brought about in Larsen and Toubro can be further analysed. The Chairman of the concern envisaged that the need for organisational change within the concern arose from the need of value creation. Value creation was envisaged through with(predicate) bettering up the position of both the internal and external stakeholders of the concern. The internal pack or the employees position was developed t hrough the induction of the rating system which would rate the employees based on their performance rather than seniority. On the external side, the process of value creation focused on enhancing the value of the shareholders through augmentation of the value of the projects carried out by the several departments. The Chairman of the concern took these steps so as to help in the increase of motif of the employees and shareholders of the concern. Taking the above organisational change processes were further envisaged to help in the augmentation of the share value of the concern in the stock market which was quite low previously. (McKinsey & Company, 2010, pp.28-29).Justifications for the Organizational ChangeForces of ChangeThe forces or needs for organisational change arise out of large amount of dissatisfaction emerging out of people belonging to different organisational hierarchies. The organisational people demand a change from the existing situation for which changes or alterat ions needs to be brought about in the organisational structure. Failing to such demands of the people leads to several problems which in turn spreads employee unrest. On the other hand the change in organisational leadership also leads to bring about forces of change in the concern. The new organisational leader ingrained with new vision and organisational philosophy endeavours to bring about changes in the existing business process and technological interventions. This force of organisational change is sometimes not welcomed by the internal people leading to strong protests and events analogous strikes and