SCHOOL OF MANAGEMENTASSESSMENT/ASSIGNMENT SUBMISSION SHEETSTUDENTS FULL NAME (In Block Capitals): HONG CHENID NUMBERS: 322779841NAME OF PROGRAMME: MSc Human Resource ManagementCOURSE NAME: Organizational Change and TransformationCOURSE CODE:MANG 6150COURSE LECTURER: Professor Malcolm HiggsREQUIRED SUBMISSION: Thursday, February 12th 2009TITLE OF PAPER: How should an organisation approach the implementation of a significant change and what are the advantages and disadvantages of your suggested approach. It is important that you justify your answer by reference to theories, and recent developments in thinking, relating to organisational change.Surviving in the globalization environment and the fierce competition, the contemporary organisations are facing with challenges and sustaining with great pressures. In order to overcome the difficulties, the organisation should be changed to be more flexible and efficient. It is not a simplistic way to approach the goal because organisational change is a complex process (Senge, 1999). Therefore, it is a better way to solve this problem by combining the application of HRD within organisation and appropriate change approach based on theories. According to Rowland Fisher Lexon (RFLC) Change Quadrant (2003), there are mainly divided into four categories of change approaches, namely are Directive Approach, Master Approach, Self Assembly (DIY) Approach and Emergence Approach. Each approach has different advantages and limitations. Thus, it is vital to opt for the suitable approach during the organisational change. In addition, organisational change is part of organisation development. From the perspective of organisation development, it is the right orientation for the organisation to change.Change is a pervasive influence. It is an inevitable part of both social and organisation life and everything is subject to continual change for development (Mullins, 2007). There are several elements forcing the organisation to change, such as: the uncertain economic conditions require the organisation to prepare for the emergency; the globalisation environment and fierce worldwide competition is the chiefly external factors for organisation to change; speedy developments in the new technology and the information era require the organisation to be flexible to update; the level of government intervention, political interests and scarcity of natural resources should be also considered to the forces of change. Thus, change is inescapable. Therefore, it is necessary to follow some theories to manage change.Organizational change mainly related to three theories which are contingency theory, complexity theory and Business Process Reengineering Theory. Contingency Theory considers that the status and the process of the organisation should be changed with the internal and external needs and requirements (Vecchio, 2000). The core thought of Contingency Theory is that managers should respond to circumstances and variables immediately according to organisational internal and external conditions. The application of information technology has changed the business administration in all aspects of the original pattern. In the new form, in order to improve management efficiency, the managers should run business procedure reengineering by adjusting and changing the management model and methods with innovation. Additionally, the essence of contingency theory is change. The critical key is whether managers keenly observe the changes in both internal and external organisational environment which have impact on all aspects of business, and then carry out innovating for management ways and means.According to contingency theory, organisations should be an organic organisational structure rather than a decisive mechanical structure (Lynch, 2006). That is to say, organisations mission is to be determined by the organisational context, and gradually clears up during the process of interaction between workers. In addition, individuals responsibility is not fixed, but extensive. With regard to communication in the organisation, the communication via the horizontal direction is overweight the vertical direction. Moreover, for democratic atmosphere of organisation, information transmission and advice are more than a rigid command. Furthermore, general purpose and mission of organisations not only accomplish by the technical means, but also by the expertise and experience of the workers. Contingency Theory focuses on changes and revolutions, and always asked managers and staff of organisations to maintain a positive attitude and thoughts to cope with change instead of being passive to transform.Complexity theory suggests that business organisation is a complex, open, and dynamic organic system of life (Reynolds, 1987). In order to be survival and development, organisation must be continuously carried