Managing change, Qatar Telecommunications - OOREDOO case study Free Essay Example, 2500 words

Customer needs has been argued to be a major trigger for the need of change of management. Ian (2000) argued that an organisation that has to develop and maintain competitive advantage has to have clear mission of where it want to lead and develop strategies that would help it achieve its objectives including ways of managing changes require in achieving the objectives. The need for change management is supported the view of Hussey (2000) in that change is unpredictable and reactive may at times leads to organisational crisis if not managed. With the rise of Vodafone, business operations in the telecommunication sector changed as the company devised strategic ways of doing business and which enabled it capture a chunk of the market. Ooredoo did not see it coming until when it realised that Vodafone was slowly taking over the market. This led to Ooredoo in adapting to the reality of high competition and devised its own competitive strategies. Ooredoo is advantaged in that even before the rise of Vodafone, Ooredoo had already commanded a larger part of the market. We will write a custom essay sample on Managing change, Qatar Telecommunications - OOREDOO case study or any topic specifically for you Only $17.96 $11.86/pageorder now Besides, Ooredoo is backed by the government as the major shareholder (Ooredoo, 2014). In this regard, Ooredoo introduced significant changes especially on post-paid Shahry plans for mobile phones (Ooredoo, 2014). In addition, data allowances have also been increased for all plans. The plan to also have monthly charge for 4G services is seen as a strategy of retaining and attracting new customers. The strategy was aimed at counteracting the new low rates introduced by Vodafone and which was seen to advantage many subscribers. With such deliberations, it is indispensable to argue that Ooredoo’s need for change management has helped it stay in the course. Thus, improved services have been witnessed with the level of quality improving equally. Change in the systems perspective Ian, (2000) argued that organisational change is equated to system perspective either as an organic or a cybernetic model. In regard to organic model, change is viewed as a systematic adaptive response by the system to maintain its balance especially when subjected to a shifting environment. However, this model is viewed as a negative feedback by the system as it tries to strike a balance between the actual and desired conditions and the efforts put in reducing the disparity are critical for the maintenance of the balance of the system. In light of this, organisations can be viewed as systems in the organic model especially when confronted by situations that are not considered as desired situations, but in the actual sense, they are actual situations.