Methods to anticipate and adapt to necessary organizational change

Why Is Change Important in an Organization?

Growth Opportunities Change is important in organizations to allow employees to learn new skills, explore new opportunities and exercise their creativity in ways that ultimately benefit the organization through new ideas and increased commitment.

Postal Service; or what was done at General Electric is transferable to General Motors; or what worked successfully in the private sector will be equally successful in a public university setting.

But organizational change is also resisted and—in the opinion of its promoters—fails. Describe change and its reasons. Factors such as globalization of markets and rapidly evolving technology force businesses to respond in order to survive.

Survivors Believe they are at the mercy of circumstances they cannot change. The challenge for managers is to recognize the stage of personal change each employee and responding accordingly.

To be sure, managerial actions can minimize or arouse resistance. Such changes may be relatively minor—as in the case of installing a new software program—or quite major—as in the case of refocusing an overall marketing strategy, fighting off a hostile takeover, or transforming a company in the face of persistent foreign competition.

Change is important for any organization because, without change, businesses would likely lose their competitive edge and fail to meet the needs of what most hope to be a growing base of loyal customers. Projects must have strong, credible leadership and sufficient time and resources for high levels of communications, information gathering, participation, collaboration, education, training, and appropriate incentive and reward systems.

Cultural change management has to do with people, and therefore, it is the more difficult of the two to successfully deal with. They charge ahead without properly planning or taking human behavior into consideration. Stress Management Joint Evaluation of Project Activities and Desired Results Evaluation occurs both to the quality of implementation of plans so far during the project and also regarding the extent of achievement of desired results from the project.

Any BPR leader and team must spend a significant amount of time managing executive and employee perceptions. Some companies manage to overcome resistance to change through negotiation and rewards. They focus on helping members of the organization to enhance themselves, each other and the ways in which they work together in order to enhance their overall organization.

How will I be evaluated? For example, technostructural and strategic interventions sometimes require technical skills that are not common to many people. The following types of interventions are often highly integrated with each other during a project for change.

Perceptions and attitudes are destabilized when long held beliefs are challenged by new information. It focuses on the process, not the people and uses the past as stepping stones to guide future activities.

The way work is performed in the organization can be changed with new procedures and methods for performing work. Create a vision of the desired future.

Encourage questions and allow for expression of concerns. For example, a cash crisis requires immediate attention, so while a comprehensive strategic planning process might ultimately be useful, the four to five months to do that planning is impractical. As each step along the way is well-handled, the level of change commitment generally increases.

Therefore, change activities should start from the assessment phase of the BPR and go through to implementation.All human beings are limited in their ability to change, with some people much more limited than others. 9 Organizational change can inadvertently require people to change too much, too quickly.

Managing organizational change is the process of planning and implementing change in organizations in such a way as to minimize employee resistance and cost to the organization while.

Broad Context for Organizational Change and Development Understanding Organizations, Leadership and Management.

Nine Reasons Organizations Need To Change

To really understand organizational change and begin guiding successful change efforts, the change agent should have at least a broad understanding of the context of the change effort.

Organizational Culture: Entities can attempt to change their culture, including management and leadership styles, values and beliefs. Of all the things organizations can change, this is by far the most difficult to undertake.

Aug 04,  · address the following, regarding the organization’s blended leadership: Propose methods to anticipate and adapt to necessary organizational change.

Identify ways to manage organizational conflict. Propose methods for creative problem-solving to help mitigate the stress on employees and the blended. Therefore, organizational change management is one of the most critical responsibility in any program of process reengineering and improvement.

Dealing with organizational change is a continuous responsibility - management should begin to address these needs during the planning phase and should extend through the project execution phase.

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Methods to anticipate and adapt to necessary organizational change
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