Change Management in Telecommunications Sector Omantel in Sultanate of Essay

Change Management in Telecommunications Sector Omantel in Sultanate of Oman - Essay ExampleThis indicates that the sylvan is highly literate and privatizations of presidency owned corporations indicate a liberalization of government scotch and trade policies. However, not all organizations keep up with the social, economic and political changes in the country, there are those who remain traditional and resist change. Change is inevitable if the organization wants to pursue progress and growth. Change in the organisational structure, management and use of technology indicates that the organization is moving towards better measures of effectiveness and industry standing. Change will not disappear nor dissipate. Technology, civilizations and creative thoughts will hold on their ever-accelerating dive onwards (Paton & McCalman 2008, p. 5). As with any process and change, this is often met with negativity and apprehension. Even if the change is for the greater good of the political p arty, there will always be anxiety and tension that is caused by the process of change. The study is talks rough the extent to which change management process are taken by the company Omantel. It is the first Oman based Telecommunication Company and also pioneer of complete solutions for communications in the Sultanate of Oman. The Omantel is established in 1987 and the target customer of the company includes government, residential and corporate. The company provides complete solution for all the communication related problems. Organizational change is brought about by a number of factors this could be from mergers and acquisitions, a government take-over or the privatization of the organization. The anxiety provoking aspect in any organisational change is not actually the transformation of the organization or the change in management but the fact that the employees have to leave their old ways of doing things it is the learning of new tasks, new protocols and new operating proced ures that threaten employees to face the organizational change. By definition, change means discarding the old and embracing the new, the new may not always be accepted and appreciated by the employees. Two implicit in(p) beliefs and their associated assumptions about how change occurs have shaped much of the development of organizational change models. First is the belief that organizational change can be aforethought(ip) and managed through an understanding of its sequential steps. The second belief which has largely evolved due to the criticisms of planned change has been the belief that change is an organic process which cannot be managed (Turner et al. 2009, p. 27). simply some form of anxiety and apprehension are actually natural reaction to any change, and it is welcomed by the agents of change as an opportunity to make the employees capture aware of what is happening in the organization. It is the time when questions can be answered, when fears and doubts can be placated and when employees are engaged as advocates of the change process as they today have the knowledge and information that they can share to other employees who may have the same concerns. Change Management in organization is all about the actions necessary for an organization to recognize, organize, execute and take full advantage of considerable change. The ultimate aims of Change Management organizations are The successful plan, execution, measurement and preservation of a change initiative of the organizations and improvement of their on-going ability for managing change. Here the study is talks to evaluate change management in Telecommunications sector Omantel in Sultanate of Oman. The Sultanate of Oman is among the Regions most progressive countries in the telecom sector in terms of