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2. WHATARE CHANGES IN ORGANIZATIONAL BEHAVIOR CONTEXT?

Organizational change is the modification of a company's personnel, technology, organizational structure, or behavior. Here, it's important to emphasize that organizational culture change differs from organizational change. Here, a fresh approach, mannerism, or rule is used.

There are two main causes of organizational change, namely:

External forces are elements that exist outside of the company but compel it to alter or implement a new regulation, rule, etc. For instance, all banks must abide by the guidelines established by the RBI.

Internal factors are those that are introduced or caused within an organization and result in a change. For instance, smoking is not permitted at work.

The force field analysis for organizational development was suggested by renowned organizational theorist Kurt Lewin. He has given priority to two aspects of transformation in an organization in this approach, notably An organizational force that affects change in terms of structure, people, and technology is referred to as a driving force. In other words, it forces the organization to adopt a new culture. The power that transforms culture from its current condition to its previous one is known as the restoring force. While the driving force shows a forward motion, it signals a backward motion. In order to thrive in a competitive market, an organization must be updated with changes. There is always hope for further progress, hence change is necessary in every business. To clarify why changes are purposefully designed and meticulously planned by the business before adoption, we have listed a few factors.

It enhances people's ability to meet their economic needs. It increases an organization's profitability. It supports the wellbeing and contentment of employees.