Organizational change

Therefore, it becomes essential to understand the interpersonal effects of implementing change before adopting changes within an organisation. different approaches have been developed, providing assistance for understanding change implementation. The method utilised depends on the desired change, organisational current situations and available resources for implementing change.This theory can be defined as a reflection of daily occurrences within an organisation and remains focused on the reality of the situation facing individuals within the organisation. The method remains much focused on the interpersonal situations through the utilisation of three ever-present elements of content, process and structure (Anderson amp. Anderson 2001). This seeks to analyse and understand these elements in a great extend before engaging in the proposed implementation of change. Sufficient understanding of these elements, and subsequent investment of financial resources, remains paramount to improvement within a changing organisational structure. The performance of organisations remains highly dependent on the output of employees within the organisation. hence the company should provide financial resources in supporting the employees. Creation of a high performance organisation would therefore include achievement of a balance between the resources utilised in enhancing these three fundamental elements.This remains the fundamental element utilised in understanding the change management process being implemented. The tasks, goals and focus of the company form an essential part in determining the content which change should be introduced upon (Senior 2002). The management members within the company should be made to understand the content which shall be contained within the proposed change. The activities which the HR manager has undertaken can be termed as beginning to create a focus on establishing the content