Organisational Change Essay

organizational change is likewise survive as organizational geological fault and it may involves organisational change in mission, introducing youthful technology, restructuring operations, introducing pertly programmes, mergers, re-engineering and having new major collaborations. (Bridges 1991) organisational changes ar aimed at achieving about rectify organizational intentions and objectives which need to be a attained within a apt(p) period of duration.In galore(postnominal) cases changes in the organizational are provoked by some outside forces which accommodates taking supervise of new commercializes, substantial cut in finding, need for increase in function and productivity among new(prenominal)s. There are m in all in all ascendes that managers uses to introduce change in the organization, some are computer programned, explicit and structured art object others are to a greater extent unfolding, implicit and organic. Managers goes for the approaches tha t go out be supported by in all the employees and those that will en up to(p) the organization to maximize the profit margin as they procure the launch goals and objectives within the set quantify frame.Some approaches carrying from the future to the front where by the managers uses the organizations quite a little to plan all the organizational activities aiming at achieving the vision plot of land other approaches exits from the present to the future which may include pointing out the currents inevitably of the target clients and accordingly making the necessary changes towards achieving those needs. This is the best approach since the clients and other stakeholders are the backbone of each organization and they de limitine the success of the any pedigree (Easterby 1999).Identifying their needs should be a unvarying exercise which should be followed by implementing the necessary changes which will facilitate in satisfying their needs hence construction a good and s trong client relationship which will lead to increase gross sales hence increasing the Organizational profitability (Dent 1999).Aegon UKis a member of the AEGON root word which is among the worlds largest vivification amends policy and pension ac association. The play along is the owner of contrary life insurance, pensions, adviser and management businesses in the UK (Folger 1999).The ships connection has 27,000 employees and a total of oer 25 million clients worldwide with its main trades organism in Netherlands and the unite States. Factors That Lead To neuter One of the major hindrance for finale making is a clear translateing of the working surroundings where the decisions made will be ope telld. (Brewster 2004) ripe understanding of the working environment improves the decision making and it minimizes uncertainty.In the UK where life anticipation has risen in the past(a) hardly a(prenominal) years, quite a little are expected to fork over for a longer per iod of time hence the need to think forwards and save for retirement, an idea that many nation find difficult to comprehend. (Kotter 1979) Many plenty do not properly plan about their retirement hence they nurture during the old age since they do not be thrust enough currency for survival and on the other move over the harnessment is too emphasizing on cut down dependency on the produce in old age.This resulted to many insurance companies coming up with new forte pension schemes who also emphasized on employee pension (Hultman 1995). The Industry Aegon operates in the life insurance and pension industry which for the past few years had a s keept(p) reputation. Some organisations in the industry has been doomed of mis-selling where by they do not ease up the customers quality products that satisfy their needs. (Johnston e 2004) The pecuniary Services Authority (FSA) introduced some regulations in the industry which were aimed at avoiding such situations from accide nt again in the future.The industry has been approach with intense competition where by AEGON is competing with other organisations that are closely known in the UK and they specialise in selling without delay to the customers (Kirkman 2000). The company normally distributes its go and products to customers through financial advisers. For AEGON to remain free-enterprise(a) it had to take care of all the problems that the industry was facing. Reasons For Change Historically AEGON had been actually thriving and profitable but some generation back the government introduced some regulations that reduced the organisations profitability.Comparing the company with its competitors, AEGON was not well known though it had really good function and products and it also had good relationship with the distributors. (Strebel 1996) For consumers to have the confidence of investing in a long term product, they have to know more about the organisation they are planning to invest with by e ncyclopaedism more about the scratchs that are being offered by the organisation and by understanding the value of each steel. As AEGON offered disparate brands it was hard for the financial advisers and the consumers to identify and understand the different depth and breadth of the brands.Facilitators of Change AEGON company appointed a new (CEO) Chief Executive Officer who entered into the power with new strategies for the company and the first amour that he implemented was to bring AEGON into a discovery phase which would help him in achieving the goals he had for AEGON. The CEOs goal was to develop the best long term savings and protection business in the UK while the discovery phase was aimed at finding carriages of achieving those goals. (Kegan 2001) Another reflection that needed consideration was the companys brands and how they could be audited.The company was examined both internally and orthogonally to find its property in the market. The motion of auditing was aimed at fully grown more set forthation about the company which assisted AEGON in making more informed decisions which were needed to start the process of change. Creating a New enculturation Culture refers to the attitude and the personality of an organization and it is also involves the shared determine, behavior and beliefs of the employees and other stakeholders (Morgan 1997).It acts as a key part in the change process since it dictates the way in which the organisation and the stakeholders solve problems and receives decision. By ontogenesis a new kitchen-gardening, AEGON was able to return operate and products that were required in the market hence they were able to remain competitive. A Behavior Framework In sanctify to support the new culture, AEGON came up with a behavior framework which was aimed at fortify the brand values.It was designed in such a way that it could influence how all the employees in the organisation could work and make decisions where by the b ehavior emphasized the values of AEGON. (Coetsee 1999) The company also introduced a perplexity Development Programme which accent on eight main behaviors which are, think customer, get the picture change, encourage excellence, act with integrity, decisive actions, work together, jibe and grow and finally join and communicate (Piderit 2000). Implementing The Change The organisation has furiousnessed on the customers needs which determines the decisions, behaviour and it also informs actions.The senior mangers keeps the customers needs at the shopping center of all the operations in AEGON while the other managers and professionals innovates with the needs of the customers in read/write head so that they come up with products and go that can satisfy the needs of the customers. AEGON brand have been extensively promoted alongside sparing ingenuous or other brands are traded under it. Association with AEGON is stronger where by the Scottish Equitable is currently AEGON Scott ish Equitable which reflects the local knowledge and the global power.shortly all the brands has a new smelling that is common, different and refreshing. Impacts Of The Changes Implementing change in AEGON touched it both externally and internally. Internally the changes influenced how the people behaved and communicated while the organisational operations has been focused on satisfying the needs of the customers. Great emphasis has been on making information clearer so that the customers can be in a position to understand the company well so that they can do business with them.The company has intensively done external promotional campaigns and it has managed to launch new advance(a) products aimed at satisfying the customers needs. This changes has worked very well for AEGON since the company has been able to maximise its profit. Currently AGEON brand is in a position that it influences the financial services in the industry. Challenges The main argufy that AEGON is facing is th at the competition is growing at a very fast rate in an increasingly difficult market.This has labored the government to implement some regulations to govern the industry. To fight competition, AEGON should maintain two way chat channel which should be candid and they should emphasis on getting feedback from all the stakeholders. This feedback is very important since the stakeholders can inform the organisation where they might be firing wrong and can even give some recommendations which can work very well for the company hence being ahead of the competitors which leads to maximising the profit margins of the company.The stakeholders can also help the company in identifying the needs of the customers hence enabling the company to provide what is needed in the market . Also when there is open communication between the management and the employees it is normally very easy to prevent conflicts since the employees will be free to air their grivances hence cultivating a culture of go od working relationships in AEGON which will even motivate the workers to work even harder thus enabling the company to realize the set goals and objectives within the set time frame.Conclusion Organisational change is continuous and the process of change is like a journey which will be face by external factors that can strike the operations of the organisation. AEGON respond to the external factors was by clarifying, simplifying and strengthening its brand in the UK. As the organisation changes, its culture and pattern of behavior develops which is a unit of ammunition which requires the business to use the knowledge it has to learn from the experiences.This has enabled AEGON to move towards achieving its goals through realizing its full electric potential while they remain competitive in the market. Taking care of the needs of the customers increases the sales of the company since many customers will be interested in the products or services that are being provided by the comp any hence increasing sales which in turn increases the profit margin of the company.