Nowadays, organizational change is becoming common in order to achieve goal or mission. And to follows government new industrial policy. Moreover, sometimes organisation needs to accept change in order to remain in competitive market. However, as we know from personal experience that all firms adapt change. For example, any sports team allows entering new player in team and keeping changes coaches. Likewise, organisations acquired undervalued or poorly managed branches or lack of new technology, selling unprofitable assets and to improve customer service. According to "carter Mc namara, MBA PhD." Elements that provoke organizational change usually some major outside driving chain. Like substantial cut in liquidity. Allocate major new market comers, need to boost productivity and services. And government's industrial or corporate policy. The way the changes are implemented raises or employees training or drive away customers or entrepreneurs. In the following paragraphs this assignment will illustrates the various approaches that an organisation can apply to reduce resistance to change under corporate structure.
Change in organisation:
All organisations must deal with task environment competitors, regularity agencies and social groups. However, this all task environments face two way of risk to the organization.
Environmental complexity: this is the variety and number of external agents with the potentially to elect the organizational strategic results.
Environmental changes: it refers to the people, structure and technology of an organisation whether or not they change rapidly or slowly over time.
Change goals and strategies: for example, new product launches, worldwide market segmentation, ruled out of new services, enter new distribution cycle.
Adopt technology: if any formularize company spending more money behind its production cycle to improve quality. They must adopt a new technology. Because new technology's aim to increase productivity with less money. However, even it's very helpful in science and medical.
For example,
UK hospitals using internet to do some body scans and MRIs analysed by specialist in India. Is an example of using new technology to dramatically lower cost and its speed science and medical diagnostics.
New design structure: organisation can modify themselves by improving or changing from a functional to a product or territorial design while shifting from centralised to decentralised decision marketing. Furthermore, global consultants and projects with a virtual conferencing teams close clients and their project at all times.
In addition, change in organisation is also be provoked by unexpected shifts and declines in the firms internal environment.
For example,
Some shifts include diminished productivity increased customer complaints, increase absenteeism, rising rate of strikes. As a result it forms of declined are rooted deeply in employee job dissatisfaction. Due to this, organisation needs to accept such changes to be remain competitive firm and challenging.
The internal shifts likely to be detected early and a thoughtful and resourceful management team can usually turn the situation by applying changes in the different areas.
For example,
Job design: redesign work to make it more challenging and team based.
People: maintaining employment relationship to demonstrate that the firms are committed to the long team safely and support of the work force.
Control systems: By adjusting appraisal and regular systems the firm can encourage more entrepreneurial behaviour in its employees. Like, targeting team based bonuses can highly success and shorten product and services development chain.
According to "professor beer, (Harvard University, 2009)
Expert in organizational change,
"No corporate transformation can occur without causing shifts in organizational culture and significant changes in employee behaviour.
For example,
Toyota: constantly successful firm more or less manage change as a continues process. Successful firms which are low versatile than the Toyota's of the world find they are jolted or surprised by the need for change. However, their management soon realised that employees are dissatisfied with one or more aspects of how the firms functions.
To summarize, order this dissatisfaction resolves as determination to apply a plan of emerge change. if the work force is formulate and management is responsive authority, result will soon emerge management cycle that allows employees in it and task or role progress along the way.
According to "john Browne" Beyond business, 2010. when shareholders of the organisation and employees experience dissatisfied with the culture and the cycle on the organisation, so this is the beginning of the constructive of ineffective organisation processes and structure. It's aware that main aspect of the organisation like, working process, structure, implementation and reward will not fit required changes to the organisations model.
When changes occurs , action plans will identifies new policy for employees and the new aspect of companies culture and working process. However, a successfully implemented plan can be as simple as a product training programme for sales staff or it can be as complex as a shift from a centralised functional structure to a decentralised service.
According to "john p kotter, (Harvard university, 1998)
And konosuke matsushita: "majority of organisations have obelised poorly work of implementing on large scale changing process because of resistance within the organisation.
Other factors for organizational change.
Organisation varied change in response to the internal and external structure of the organisation. Furthermore, due to development in competitive power within the company.
Social factor:
Change in consumer behaviour like, buying patterns and selling.
Government's industrial policy factor:
Government's organisational policy, which force to change in organisation to meet the new industrial laws. Like, replying to environmental legislation.
Economic factor:
Relation between significant increase and slumps in cumsumerised economic activity like, change in cost of capital, inflation rate etc.
Political actor:
This factor related to various changes in political way.
For example,
Government approved a disinvestment in organisation.
Therefore, to meet the new owner's policy and strategy of the organisation, employees of the organisation and customers has to face change in order to remain competitive.
Action on organisational change:
Employee who works for organisation which following change may experience personal loss, because employee may feel shock or discourage when the organisation change is formulate. At this stage majority of the workers may seek to know perfectly how this change will affect them. And their allowance, shifts and working hours.
There are so many forces to change in organisation, in order to complete this change; organisation must have their own survival policy to face change. Moreover, because of instability of the market place and changing in government rules for the organisation must meet their conditions within least time.
However, According to "Lewis" et al 2007," to manage the change in formularise firm is always challenging for the operatives because it is very hard to predict about change is it in favour of the business or not. Furthermore, there is no solution which allows to all changes in right way.
In addition, each and every organisation is different and their reason for change is different. And their long term and short term decision is also different. Change may affect the entire company, singular section or an individual.
It is very important to communicate with each and every employee about upcoming changes in order to reduce uncertainty. However, if organisation provides employee training before they announced change in firm. This will helps to employee in working same way as they works before.
If employee are been involved in change and know about the reasons, so they can be become supportive for the process of idea and organisation change. if workers are given an opportunity to accept responsibility and part of the changing process and then their sense of leadership will boost.
Organisation change creates threats and opportunity as well.
According to "Austin, Mary Ruth, management change manage, 1997."
Nowadays, business culture and environment needs to accept changes consistently. If they want to be remain competitive in money market and capital market. New technology force business for respond in order to face changes. However, such changes may affect less to organisation, but it may affect highly on long time period. Like, upgrading a new software programmes, this way this is the reinstalling an overall programme for the organisation.
Dealing with the organisational change:
Companies top level management should ready to accept change and not presume that this will be drawback for the formulate business. On the other hand, change may be become best idea and gives positive attitude towards organisation.
Owners of the organisation must ready to forget tradition method and try new. And involving employees can also helpful to reduce stress and increase supportive environment.
If employees realize each other's contribute as a team, them it is easy to accept change as a regular basis and show appreciation one another.
According to "Susan lee, business improvement architects.2009
"It is normal to experience resistance whenever there is change. Awareness by company's top management about organisation to anticipate resistance and identify its aspect of reasons. And easy to modify efforts to manage the issues of change. To ensure the success for the organisation changing efforts.
Various approaches to resistance to change:
Resistance to change in organisations management react normal. If it is defensive than organisational change can creates problem. Try not to react against it defensively. It is in favour for organisation because it gives opportunity to check both side of the aspects and assumptions, it force to clearly companies top management what they are doing.
There is several ways to reduce resistance to change. The main method of resistance to change is to choose key employee to involve in the planning of change by approaching their views and suggestions and incorporating their ideas.
Redefine the need for the change vie communicating strategic decision and in verbal way.
Organisations management needs to find out what employee wants who involve and discuss what areas needs to be redefine and try to provide regular settings and group norms whenever possible.
Design flexible plan for change and apply wherever possible, this may allows employees to complete current task and to judge new behaviour for the upcoming period.
If company's management not ready to act on change try to postpone changing strategy.
Business needs to organise training seminar to develop the basic skills to changing strategy such as, verbal meeting, communication team leading, self esteem and training.
According to "van de van and Poole, 1995,"
"Organisational change is an empirical observation in an organizational entity by variation in shape, efforts quality and state over time."
"For example,
"Cousin and restaurants in Australia."
Managers were ask to implement an organisation changes what could be the essential practices for address the possible negative impacts and examine positive. Result on organisation and its employees.
From four different managers who operate restaurants and eleven employees from each restaurant was selected, they were asked audit top interviews for eight weeks period. There are two different interviews questionnaires selected for each group. For managers and other employees title of the interview was same for both groups with fewer different questions. At the end all data were collected from all interviews were transcribed.
According to this research, it indicates that in order to make change in organisations top management should accurate at all time to reply workers to change. Because majority of the interviewed employees to listing skills and effective communication between management.
Journal of global business and technology, 2006.
It is evident that, all managers and majority of employees agreed for space for improvement. Possible changes like, accurate working system and excellent customer service within the organisation. Organisation change is the process which creates situation for managers and employee get together and make change possible with teamwork.
Conclusion:
To sum up, it is clear that when organisation introduces change, it's not only affecting the organisation but it also affects their employee within the organisation. In addition, organisation change is the critical event of the any types of business. However, there are many ways to resist change and to reduce obstacles while process of change. Moreover, changing with involvements is the best framework to apply change in an organisation. So, group of people are forcing someone to move in one task another.
Executive summary:
This assignment illustrate how business can introduce change with remain competitive and explain various techniques to reduce resistance to change when there is internal and external change. It also revealed various changes in formularise business and how they can managed change. Furthermore, if there is change in government legislation, organisation how they can apply change in immediate effect. Nevertheless, changes in goal or technology organisation should accept new technology.
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Reference list:
Carter mc namara, MBA PhD. 2004
Professor beer , Harvard university, 2009
john Browne, 2002
john p kotter, Harvard university, 1998
konosuke matsushita leadership, lesson from 20th century
van de ven and Poole, 1995
Austin marry, managing change 1997.
