.1 Introduction; Change plays an undeniable role in any organization. Most of the people to don’t approve of this change because it may change their daily routine. Employees fine it difficult to cope up with them. It should be taken care of by the management system to pass on the change through appropriate means of communication channel, and avoid any form of distortion. The employees should be well aware of the pros and cons of a particular change, by helping the employee to understand the benefits of the change using positive reinforcement techniques.
The change in the organization does not accomplish immediately since there involves an announcement, kickoff meetings or go-live date. Every person does not change simply considering that they received an email or attended a training program. Although by evaluating change as a process is a fundamental element of successful change and successful change management. By splitting change down into different stages, one can customize and familiarize their approach to ensure individuals successfully adopt the change to how they work. Definition of successful change management The determinations of success are ambiguous.
Change doesn’t have any starting and ending points. Change is always evolutionary and revolutionary. Each and everyone is interested in managing change. Many people, organisations think that there will be no need of any change in the present system, and they also think that, if change is required they can act according to that current situation. But many authors say that, to bring change in the organisation, lots of planning is required, lots of strategies are to be formulated, and they are to be checked against the present and past scenarios, so that they create value to the organisation and the customers when implemented.
This chapter begins with the description of organizational change in various degrees. Also, an explanation of organizational change is provided, and what internal and external forces drive organizational change is discussed. Organizational change is a process where an organization reviews and modifies its structure, strategies, technologies or organizational culture according to the change within the organization or to external circumstances (Kirpatrick, 2001). For instance, back in 1981, British Airways appointed Lord King as the new chairperson, who noticed that the company was working inefficiently and valuable resources were being wasted. To increase profits, he decided to restructure the whole organization by reducing its workforce and
1.1 INTRODUCTION Change in its simplest form, means to move from the current situation to more efficient and effective future, therefore change is the process that we learn and discover things through on an ongoing basis. And change management should be effective, i.e. have the ability to move freely, have the ability to influence others, and directing the working forces in the target systems and administrative units. (Robinson, 2000, p. 20) (Harem, 2004, p. 345) Change happens at every level of the organization and it happens continuously. The initiative of change is to build.
• The nature of the change and its value should be taught to new recruits. • The team that worked for the change and the person who lead that team must be honored and remembered very often. • Plans must be made to entrust the change coalitions to a capable leader once the old ones retires. This ensures remembering the old leaders and also giving opportunity for young minds as well(Kotter, 1995). SUGGESTIONS The following four ways ensures that the company is ready for adapting a
During phase 5, the role of the change agent is identified. Communication, feedback on progress, teamwork and motivation is emphasized in phase 6. The change agent is tremendously important during this phase as they need to communicate with staff and inspire change, meet staff’s intrinsic needs and continue ongoing training regarding the change so the change can be sustained. Phase 7 is terminating the helping process, which is the evaluation and withdraw of the change agent on an agreed date. The change agent should remain available for advice
Organization Change process: Strategies and Dealing with resistance to Change Introduction Change is simply defined as a process of transforming or converting; everything changes; all aspects of life go through different dynamics that is change; it is said “change is the only constant”, and “the only thing that does not change is change.” As organizations are designed Managers should always look for ways to improve and change their way of doing business to suit this ever changing environment; an organization that does not embrace change will inadvertently be faced with it and not be prepared for it. Organization change management is an all-important skill that needs careful consideration; it is important to know as Connor et al.2003: 1 indicated ‘Change is the norm in organizational life’ (Connor et al. 2003: 1). Ultimately, planned change helps improve the organization by altering how work is done. Regardless of whether change is initiated or unplanned; Change affects four basic aspects of the company: its strategy, technology, structure and Employees; so in designing any form of change strategy these key components will need to be carefully reviewed.
1. Organizations all over the world are struggling to be successful in an increasingly competitive, complex, political, global and economic environment. In my opinion, there is no one best approach/theory to manage organizational change. When we are talking about managing change, it is important to make it clear in mind that people are the focal point in change management (Kotter, J. P.1996). It is essential to mention that organizations do not change; it is the members of the organizations that change.
CHAPTER 01 1 OVERVIEW OF THE STUDY Change is an inescapable impact. Management of an organization is subjected to continuous change from one form to another. Management changes can be studied in terms of the individuals, teams, organizations, society, country and global levels. The main focus of this report is to give attention to the management of organizational change. Organizational change can be managed consciously and intentionally by the managers.