Assignment Title: Change Is Required For Organizational Growth Subject: Organizational Development Today, teams and organizations face rapid change like never before. Globalization has increased the markets and opportunities for more growth and revenue. However, increasingly diverse markets have a wide variety of needs and expectations that must be understood if they are to become strong customers and collaborators.
Organizational change is the term used to describe the transformation process that a company goes through in response to a strategic reorientation, restructure, change in management, merger or acquisition or the development of new goals and objectives for the company. Organizational change is not just change for the sake of change itself. The major precursor for organizational change is some form of exogenous force such as an external event. Cuts in a companies funding, the streamline of operations due to a merger are common examples of the magnitude of an event that creates organizational change and development.
Companies that are nearing the end of the product life cycle make organizational changes in response to exiting a market or reorienting resources to new or existing business operations. The challenges encountered by organizational change have a ripple effect on the entire organization. When the business units that comprise a company are fully integrated, a change or restructure in one can have a profound domino effect on another. Trying to increase productivity whilst experiencing a reduction in resources is a prime example of how shortfalls can create stress for company employees.
Effectively managing this process is an art that has created a new area of expertise that has become known as change management. Change is brought about by internal and external factors. The desired change in any organization cannot be brought about without implementing organizational change strategies. The whole process requires evaluating, planning, implementing, benchmarking and monitoring the goals and objectives of the organization. To bring about the desired changes a strong, confident and motivated leader is required.
In this fast paced world where each and every company struggles to survive and grow amidst cut throat competition, the leader must be able to extend vision and unify the organization. Organizational change can impact the psychological, emotional and physical states of company’s employees. Many people experience comfort zones and develop barriers during their daily lives. A change in company operations can challenge and stress peoples values and central core beliefs. Dealing with behavioral and cultural changes is part of the organizational change process and an important consideration for change management professionals.
Adopting new company procedures and practices can require the development of new education programs to assist with aligning people to new company operations. Companies that are going through extensive organizational changes employ the services of highly specialized personnel who can assist with the integration process. Personnel who operate in this area are adept at translating a companies vision, communicating, integrating and re-educating individuals to align with the new goals and objectives of the company.
This can include advising management where rigid operational structures need to be adapted to better serve the needs of the companies and employees alike. Change management is evolving as the business landscape changes in response to changing customer preferences, developments, tastes and new and improved processes and technologies. Whenever a change in an organization is mandated, unless a proper evaluation, planning and implementation framework is adopted, companies can experience a backlash from workers who resist the change. That’s why organizational change management is so important.
In the day to day operations of company business, leaders are used to operating in environments where the strategic goals were established long ago and workers are familiar with existing job requirements and expectations. When internal or external factors from a change in the business landscape or competitive pressures force a change in a companies core objectives, existing business processes get redefined and this can adversely impact workers if not managed appropriately. Organizational change management processes and planning recognizes that a change in one input can result in a different output.
The evaluation and planning that goes into organizational change management seeks to anticipate the likely effect on company resources and labor. By correctly identifying the end effects change management experts can advise company management how best to deal with this process. Change management experts draw on behavioral models and often have a good understanding of human cognitive behavior. This includes dealing with fear, insecurity, anxiety and uncertainty. They attempt to inject this understanding into the organizational decision making process to help companies minimize resistance and maximize the switch over to the new core objectives.
The businesses of today often have shortened product life cycles and change is a regular and consistent requirement to maintain competitive market presence. Structural changes, process changes, the introduction of new and disruptive technologies can have a significant impact on a companies operation. The modern requirement of most business entities is to have leaders who can not only forge the vision of a company but also adapt and help facilitate the change process. A good working knowledge of organizational change management affords managers the necessary insight to anticipate and guide companies through the change process.