The Implementation of Change within an Organization
The Implementation of Change within an Organization
In the middle of the challenges mixed with opportunities and uncertainties, the best way that an organization can do is to rely on the ability of the people to adopt the revolving changes. Accordingly, the practice of adaptation for changes is the most interesting evolution that will happen within the organization. Moreover, the leaders value the importance of the people, their techniques and the overall process in the industry and they surely won’t let anything happen on their founded efforts. Instead of disintegrating the abilities of the people and the organizational system, the employment of the organizational change
Reasons for Organizational Change
Organizations and the leaders understand that through the various challenges, the changes can happen. In terms of changes, there are varieties of businesses but each action for changes should be conveyed in order to facilitate the development. It is very obvious that the changes are only done to accommodate the room for improvements within the organizations.
Since the change is the start of the development, therefore, organization that aims for the improvement or development should look the change as it is the strategy. The business environment and the managerial aspects depend on the extent of the applications of the desirable strategies. Sometimes, organization takes the changes to align in the economic variations and it is truly hard to pulse the wave of economic climate.
The Organizational Change
Organizational change is defined as the process by which organizations reach the desired goals. Organizational change occurs when an organization restructures resources to increase the ability to create value and improve effectiveness. A declining company always seeks strategic ways to regain customers. Various approaches are employed in most of the growing organization designs new products. A well-planned organizational change creates value in every area of the organization and not be tormented in the middle of challenges (McNamara, 2008).
In a business manner, the organizational change is about a significant change in the organization, such as reorganization or adding a major new product or service. This is in contrast to smaller changes, such as adopting a new computer procedure and other technological opportunities. Organizational change can seem like such a vague phenomena that it is helpful.
Specific Types of Organizational Change
Appropriate implementation of change within an organization depends on the type or nature of the organization. There are different overall types of organizational change, including planned versus unplanned, organization-wide versus change primarily to one part of the organization, incremental (slow, gradual change) versus transformational (radical, fundamental), and many others. Knowing which types of change the business is doing helps all participants to retain scope and perspective during the many complexities and frequent frustrations during change.
Organizational leaders should understand the difficulties and consequences during the changes and after it. The organizational change is different in the other kinds of changes. Although it is necessary for the organization to adopt the prospect changes, it is advisable to first undergone through a series of investigation. Other approaches for a change also involve the technological aspect, like changing for the old technology and adopting a new kind of technological-based process. Other prefers to focus on the traditional way like on the factor of changing the customs of the employees or the rules inside the workplace (Allan, 2004).
Effects of Organizational Change
The effects or impact of the change in the organization might be seen in the people. Changes affect all areas of organization and the most important effects are mostly seen on the people and their respective workplace. People are the most important element of change and through times of tougher decisions. Ideally, changes in the organization can affect the workplace and their job preferences (Systematic Reform, 1994). In addition, the changes promotes the idea of improvement and the organization that is willing to go through the success must posses the strategy in how the people can adopt through the changes. One most interesting yet still effective strategy to implement the changes among the people is the use of the training and development. With that, there is an assurance that the organization can meet its objective with the right management of the people.
The organizational changes happen naturally and became one of the strategic actions of the organization to achieve the success as well as an answer through the challenges in globalization. Organizational change should be appropriate to the nature of business in order to facilitate the smooth changes.
Allan, L., (2004). Managing Change in Workplace [Online] Available at: http://www.businessperform.com/html/managing_change.html [Accessed 22 March 2010].
McNamara, C., (2008). Organizational Change and Development (includes the Field of Organization Development) [Online] Available at: http://www.managementhelp.org/org_chng/org_chng.htm [Accessed 22 March 2010].
Systematic Reform (1994). People: The Most Important Element in Change. Perspectives on Personalizing Education [Online] Available at: http://www.ed.gov/pubs/EdReformStudies/SysReforms/stiegel2.html [Accessed 22 March 2010].
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