Research Paper on:
Change and Organizational Management

Unformatted Sample Text from the Research Paper:
change is integral to a firms development and there are so many factors to consider such as changing customer expectations, global considerations, macroeconomics factors and changes in company culture. That  change provides opportunities for growth is not in question. However, management must be cognizant of the changes in order to provide a firm that is able to meet the challenges  and embrace opportunities that arise for a corporation. While change is often good, it is sometimes difficult and expense to manage. The main forces in the macro and micro environments  appear to be related to corporate restructuring, downsizing, and merging. Those things seem to be trends in the new twenty-first century economy. Yet, with such changes comes sacrifice and fear.  Goman (1997) explains that a restructured work force often feels unsettled and skeptical; employees are not sure that the current change is the answer to meeting the challenges of the  future. It is often the case that employees wonder if management knows where the organization is heading (1997). Goman suggests the first step a manager may want to take to  energize a restructured work force is to simply change metaphors used to describe organizational culture (1997). In other words, rather than viewing the scheme as being similar to that of  a clock or an engine, one should think of a work environment as a model of living systems; thus, they should be equated with an orchestra, a baseball team or  a reef (1997). Management must get a feel for the changing aspects of the companys culture. Gomans (1997) approach is consistent with a new way of thinking that has embraced  corporate America. Rather than the old hierarchical model that many companies utilize, structures where employees have no titles is one idea. Organizations that do maintain structures similar to the old