Managing Organization Change
Planning and implementing changes in an organization so as to reduce employee conflict and corporate costs while immediately enhancing the efficacy of the change effort is known as managing organization change. Additionally, it is a field that directs how one should create, educate, and assist others in embracing change in order to accomplish an organization's objectives (Thomas, Sargent, & Hardy, 2011). It is essential in this situation because it offers a structured method for moving employees from their present states to their desired future states.Importance of Change in Organizations
To be competitive in any business environment, organizations must consistently go through transformation. Influences such as evolving technology, the needs of customers, increase in opportunities, changes in the economy, and refocusing in overall marketing strategy forces an organization to respond for it to survive. Therefore, it is impossible to avoid change in an organization (Thomas, Sargent, & Hardy, 2011). Additionally, if a business demands to implement more active decision making, there will be a need to change in its hierarchical structure. Hence, it is possible for an organization not to avoid change.Change is best driven by leadership because it is the leaders who direct the progress of movement and help put them in place. Additionally, leaders are the ones who identify change and organize it for their team because most people are resistant to change and are comfortable with the way things are and want them to remain that way. However, change is inevitable, and as a result, it is the role of leaders to help their team adapt to change and ease their fear by reassuring them that change is good (Cummings, & Worley, 2014).Relatively, due to various reasons people should resist change at all costs (Cummings, & Worley, 2014). This can take place if the leader's communication strategy does not explain what to change, why the change is needed, how it will be held, and to what level success will be measured. Additionally, change is resisted where employees want to retain their job. This is because in an organizational setting, any process will include streamlining, efficiency, and working smart, and due to this, all staffs will resist the change that will cause the elimination of their roles. Since change is a regular part of business, which helps over a period of years, and an opportunity for improvement, it is a good thing.
References
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage learning.
Thomas, R., Sargent, L. D., & Hardy, C. (2011). Managing organizational change: Negotiating meaning and power-resistance relations. Organization Science, 22(1), 22-41.
