Such changes may result in organizational changes like major functions production process, labour-management relations, nature of competitions, economic constraints, organizational methods etc. In order to survive in the changing environment, organization must change. How the change in various environmental factors necessitates change in the organization may be seen in following
Change management is a strategic method to ensure changes are effectively implemented to attain organizational goals. Impacts of change should create a focus on employees and teams that shift from one perspective to another, which can create challenges. It is important for leaders to ensure the planning and controlling of the change process promotes a positive experience, and guides the organization to its success. In this paper, the topic for discussion will analyze the best practices of leading change management, motivating employees and supervisors during organizational change, and factors that could hinder the process of leading a diverse culture of change.
The general concept of change is defined as just “a new state of things, different from the old state of things”(French et al., 2000) B4 Organizational change may also be defined as “a state of transition between the current state and a future one, towards which the organization is directed.” (Cummings et al., 1985) B4 The origins of this definition are found in the thinking of Lewin (1947).Organizational change refers to any alteration that occurs in the overall work environment of an organization. It may relate to changing technology, organizational structure, working processes, work environment, organizational policy, and even the roles people play (Kondalkar, 2013). B-2 Struckman and Yammarino (2003) defined organizational change as “a
ORGANIZATIONAL CHANGE There is a need for organizational change because the current and future trends in which the organizations survive demands change. The traditional way of doing business has lost its drift and now innovation and creativity has conquered the grip of business. Kotter in 1995 defines change management as the utilization of basic structures and tools to control any organizational change effort. I define organizational change as the systematic effort taken by the organization to challenge the status quo through its employees by providing them adequate and appropriate aids. Thereby it transforms the employees as catalysts of change.
Introduction Change management is the process through which organizations continually renew their structures, directions, and capabilities to serve the dynamic needs of their stakeholders (Mullins, 2010; Benn et al., 2014). Change is a continuous process in the life of an organization, and it occurs at strategic and operational level (van Bortel et al., 2010; Linnenluecke & Griffiths, 2010). Therefore, it is vital to recognize the importance of change to any organization by defining its future and approaches for managing change to attain the set future goals. Currently, organizations and teams are exposed to rapid changes as a direct result of globalization and the growing importance of sporting in the social development and sustainability
The new vision need to be included in daily work. Company’s leader has to support change continually. This helps to generate trust among employees. Organizational change aims to improve their business performance and managing resistance to change is necessary for every company. Meanwhile, environmental change affects to working process and performance of organization.
In the today’s organisations business world, Change has become an obligatory means for an organisation to survive in the marketplace even for organisation that are small, medium or large. Success is subject to classifying key zones of change, what tools to be used for implementing the change to these key areas and how changes are implemented in a better way. It is the duty of the managers of the organization that play the main role in the change management, as this can cause many serious problems rising internally within the organization or external to the organization. The notion of change management is acquainted in most organisations today but how they achieve change or even more how effective they are at it, differs extremely depending
Just like leadership, change management as no agreed upon definition however researcher have all tried establishing connection between each definition from a holistic approach. Burnes (2002), stated there are different approaches to the concept of change management is due to the cross-matrixes characteristics of the topic. There are change management theories that suggest managers can make a change to the structure of an organisation, by the way, the work known as voluntarism. While some authors have confronted, the fact manager can make any change at all to an organisation structure. Because, managers are said to be limited in skills that enable them manage change.
The change in an organization is only possible if the personnel believes in that change and consequently change their behaviour. Overcome resistance is very important, managers should encourage and support employees to accept change (Woodman and Dewett,2004). In “Company X “ there was some voices of resistance that compromised the efficacy of the change process, the response to this phenomenon should include a strong and consistent change leadership, a better definition of the company vision and
Conversely, poor management could have a negative effect on the employees' productivity. According to a study, in 2005 more than half of employees concerned (58 percent) point out that poor management has a negative impact on their productivity (cited in Nahavandi, R. Denhardt, J. Denhardt and Aristigueta 2015). A survey of the Gallup organisations shows that positive leadership behaviours are important in employee engagement. Employees are more engaged when managers provide rewards, encouragement and stay positive even when they deal with difficulties (cited in Nahavandi, R. Denhardt J. Denhardt and Aristigueta 2015). Finally, employers should value organisational behaviour because it could help them, for example, to reduce the number of employee turnover.