Failed Organizational Change And Recommendations

Student NameProfessor NameCourseDateOrganizational ChangeIntroductionOrganizational transformation does not always go as planned, and many cases fail. Current literature provides reasons why many attempts at transformation fail, including negative reactions toward change (Khaw et al. 1; Furxhi 30). As such, the greatest challenge for firms becomes managing expectations, attitudes, and willingness among organizational members to embrace change (Heim and Sardar-Drenda 327). This paper will focus on three cases of failed transformations, offer reasons for the failure, and present recommendations backed by literature on how to avoid such failures. Failed Cases TransformationWistiaWistia, a video marketing software firm, is one case of epic failure in change management. The firm focused on business expansion, which led executives away from corporate values and led to employee burnout. Wistia implemented a change management strategy that diverted its focus from internal efficiency to business growth. The focus on new creative projects resulted in increased spending on advertising and aggressively hiring of workers, which ate into its profits. Employees noted the problem and questioned the change, and most left after the once-fun inventive workplace became extremely stressful. Ultimately, the firm incurred $17.3 billion in debt to protect itself. Wistia is considered among the few change management failures that