Organizational Change Management

Organizational Change Management

Contents

Introduction

Change means vacillating something one position to another position that may be developed or not developed. Here Organizational change management means the changing situation of present situation of existing managing style. The organizational change management followed the change of organization culture and the environment. The change is crying needed to cope up with the present world. A business needs to change its condition to continue in modern world business environment. In this assessment I will try to discuss about organizational change management. This assignment will be segregated into 3 different parts. Firstly I will discuss the various management theories that applied by a manger to manage the organization. Then I will negotiate the management effecting on organization. Finally, I discuss the role of employee to change organization.

1. How and why can complexity theory can be applied by managers to implement strategic changes

Different Complexity theory applied by managers

Organizational Change

Organizational change refers to change the method of organizing the present strategies to the future strategies that help to intensify the effectiveness of the business. Every and each organization has particular level or stage of the life cycle that is vacillating a specific time interval (Chron, 2014).

Complexity Theory

Complexity Theory is the theory that is not included by an existing theory and there is no similarity to make compere this through traditional way. It is the concept that comes from different subject matter theory such computer, evaluation, biology, general system, information, psychology, chaos, and so on to discuss the subject matter of the condition (Chron, 2014).

Strategic change

It is the sum of few activities that help the organization to reach the goal easily which is reconstructed by manager. This Strategic change only work out or specialized due to gain the objective that is difficult to gain with the help of present plan. To understand better we cite example such as changing process of dealing, buy, sale, marketing, advertising, grouping and so on (Chron, 2014).

The application of the complexity theory

The application of the theory is the term of technical work.  It is important to analysis the cause and effect of the existing factors. It helps to understand the subsequent result of changing the changing one factor and finds the influence to the organization. Implication of the theory of particular process, it is most important to make out the essential elements of the organization like conflict of employees, middle class administration, supportive material and so on (Forbes, 2015).

The researcher of complexity theory has been believed that the specific system of management is characterized in showing the most complex way.  These things are related to various independent factors as particular complexities. This action or issues has been solved through available environment such as psychology and cognitive things. These factors faced counterfeit to implicating as independently. Complexity theory tries to implication to solve the problem with the help of various ways which is independent (Forbes, 2015).

There are different stages of applying the theory of complexity. Those are –

v  Modernize the vision: It means the development the best way of making future activities that is directed the effectiveness of the organization. It helps to selecting the best decision that helps to make the proper organization structure. It also takes the alternative way if not effective.

v  Least requirement: It means the basic requirement to train up the staff that has to be followed everyone to reach the goal of the organization. This helps to meet the goal that makes based on the organizing plan (Nacada, 2002).

v  Self-organization: It means the managing the whole organization by taking self-responsibility. Here most of the manager acts as the multitasked role. Everyone has to take different initiative for self-development that’s including training, communication, negotiating, presenting, debating, and so on(Nacada, 2002).

v  Improve treating queries: Here different question has to develop through own way of counseling that has to be arising from own way. This may be included the how to do this, how it works, how would be it fruitful and so on related this.

v  Closing system: It means to utilize the distinctive way or path rather than the association has been made. By this framework the supervisor can improve work than the customary structure.

v  Alternative if emergencies: After doing all the things of the above work, complexities theory suggest the better things to gain the organizational goal easily. All the works are close related to other. If one act is facing threaten then the other system faced problem too. Those make difficulties the existing system of the theory unexpected in organization (Nacada, 2002).

Why complexity theory can be applied

It is common question why we use the complexity theory. It is the basic and essential things to us making all the things in traditional method by applying modern science. There are different essential perspectives on applying the complex system. There are few advantages why an organization uses this theory. Those are cited here-

Ø  It is created by considering the objectivity and formally in language.

Ø  It measures the various element of the business.

Ø  It tries to find out the communication between different things of the organization.

Ø  The relationship among different factors build stronger.

Ø  Individual properties are called this system.

Ø  Complex elements in the organization can be easily understand (Strategy Business, 2006)

Those are the cause of taking the complexities theory by a manager that helps to imply strategy to organization strategic changes.

2. How and why does resistance to change affect the implementation of planned organizational change?

Achievement rate of real change is very low. It's beneath 54% that all change activity will be fruitful. The significant reason for association change disappointment is the CEO or his/her top administration group is directing about the association change to their lower level worker or their administration activity group. In the most widely recognized time they don't clarify why ought to the change need, why are they changing, what are they changing, what will be the result after change? So the lower level of representative does not comprehend the reason what are changing and what will be the result. So they begin to imperviousness to the authoritative change (Chron, 2009).

How resistance to change affects organizational change

There are different organization change theories that are related to organizational change. Here resistances to organizational change affected few theories that are making the path to seldom implication (Entrepreneurship, 2009). Among of different theories, two theories given below that resistance to change affects organizational change-

Stage theory: Stage theory discuss about different things or level of the organization that have to going through step to step. The idea of the theory is passing the level of organization in formal level. The level or stage has personal requirement few strategies to fulfill the step (Entrepreneurship, 2009). There are 4 stages of stage theory –

ü  Conscious about problem and solve.

ü  Capacity of adopt the situation.

ü  Applied the theory for innovation and modifying existing structure of the organization and try to finish it.

ü  Making the innovation part of the organization's ongoing activities

 Stage theory has resistant to change problem to appliance it-

In the awareness stage, when the issue is distinguished and the conceivable arrangement are made, the resistance of the representative beginning to emerge. The worker who would prefer not to this sort of hierarchical change they box issue to make this stage happen (Entrepreneurship, 2009).

In decision making stage, such resistances make issue to the workers to take choices. Since they don't embrace the new process or development as they believe this kind of advancement is unsafe to their occupation. So the administrative individuals fall in a quandary to finish this stage (New Foundation, 2002).

Implementation stage has been discussed about the resists representative makes a hindrance to actualize the new development. They would prefer not to cause the implementer to finish this stage.

Institutionalization stage said that the resistors likewise hinder the way to utilize the advancement process in the authoritative change process (New Foundation, 2002).

Organization development theory

Organizational development theory means the science of behavior which is generally used to the whole organizational culture positively which brings productivity of the organization (GSB, 2001).  Organizational development theory has four applications that are cited-

Ø  Diagnosis

Ø  Evaluation

Ø  Intervention

Ø  Action planning

Implement for solving problem-

In Diagnosis stage, the administrative colleague can't analyze the issue in light of the fact that, when the worker realize that if the analyze procedure discover the issue change will be happen which is unacceptable for them they would prefer not to co-work to discover the progressions. Along these lines, the implementer falls in an issue (GSB, 2001).

Evaluation stage said that the resistance will not come forward to evaluate the fallen problem that is unrespectable for the work. This creates problem in the work place to evaluate problems.

The resistance of intervention step, there is zero tolerance to interfere the managerial level of worker in the process of changing (GSB, 2001).

In action planning, the resistance makes the negative idea about implementation the development process in the organization. There is cause behind the process that it is the final stage of changing. So they try to powerfully demonstration the step to ample (GSB, 2001).

Why resistance to change affects organizational change

People resist the change for some reasons. At the point when the hierarchical change activity begins individuals consider the advantage and future result of this change. In the event that it is suitable for them they don't oppose the change on the off chance that it is not valuable to them they began to stand up to (HBR, 2012). The eight most basic reasons are given underneath that why individuals oppose the authoritative change-

Ø  Due to change the befit from work.

Ø  Changing brings the work difficult with small portion of money.

Ø  Risk level is higher than gaining.

Ø  Thinking about work that does not change.

Ø  Predetermination of changing process would be threating.

Ø  Administration will failed to cope up the change.

Ø  Change process does not keep consistence.

Ø  Thinking their authority of the change process can’t be trusted.

Additionally, in an association there are a few societies and convictions that can likewise opposes the change process. Society and conviction of the country, religious, race, sex can likewise resist the change process. Then again, interior environment of the association can likewise oppose the change (HBR, 2012).

Most of the time, few employees assumed that the cause of changing had impacted on their salary negatively. For instance, ‘A’ is a grocery shop in popular area. In the grocery shop Mr. ‘F’ is the employee. The authority of the shop makes an intension to use accounting software in computer basis that reserve all the information of transaction daily. The computer operator and the system management by a person who is skill to operate the computer is need to record. Here Mr. ‘F’ is unable to operate the computer along with system so that he has chance to lose the job. So Mr. ‘F’ does not change the present situation by considering own benefit rather than organization benefit. So he resists the change process from his capacity.

This example makes us understand the issues clearly. Here we understand the clear resistance to change implication of organizational change.

3. How and why can employee involvement help to achieve effective organizational change?

Effective employee is dependably a resource for an association. Along these lines, worker inclusion is the authoritative change procedure will likewise be viable. In the event that an association which have a full of feeling and master worker group it is anything but difficult to actualize the hierarchical change in those associations. In the event that the workers are co-agent and receptive to the change prepare, the change procedure should be possible all the more viably and proficiently (Ricoh, 2014).

Employee help to achieve effective organizational change

Employee involvement is a main consideration for the usage of progress. On the off chance that the representative are thought about the result and clear about the need of the change they don't opposes the change. The worker engagement ought to be arranged much particularly. The worker engagement must be arranged properly to utilize the force of the representative all the more proficiently. The worker of an association can accomplish taking so as to compel authoritative change some fundamental strides by the top level supervisor who are actualizing this change (Ricoh, 2014). Few step of plans are given below-

Engage employees in decision making process: Make a general wanting to connect with however much as could be expected worker to the evolving procedure. In this arranging step it is prescribed to connect with the worker to participate in essential choice level in light of the fact that it is the imperative piece of the evolving procedure. In the essential stages the issue are distinguish and the adjustment of this issue are learn in this part. In this way, captivating however much as could reasonably be expected worker in this stage implies the more innovative thought will create and representative resistance likelihood additionally can be decreased (Cornellhrre View, 2013).

Explain the change concepts clearly: Different associations don't give a reasonable idea to the change procedure of the association. They don't clarify that what will be the procedure, what will be the result, when will be the progressions happen. So the workers don't get the unmistakable idea about the change process. In this way, at times for misconception the procedure they oppose the change. Therefore, the association change procedure group ought to give an unmistakable idea to the lower level worker about the change process. In this stride they can give a demo arranging presentation for the worker to comprehend the need of the change (Cornellhrre View, 2013).

Encourage and motivate employees toward the change: Support is one of the key components to draw in the worker in the evolving procedure. The business ought to urge the representative to impart their insight, experience and thought to roll out the improvement prepare more successful. On the off chance that the representative shares their thought, qualities to other worker new thought can be produce which can make the change prepare much less demanding. Pod in this support procedure top level administration ought to keep eyes on that the right data is conveying. In the event that false data streams all the while, the procedure additionally can fall flat or breakdown.

Reward employees: Prize is flawless motivational device to connecting with the representative to the procedure. Prize makes the representative more inspired towards the work. In the event that the workers get reward, it can be compelling to actualizing the change prepares effectively. The ideal prize urges the representative to require more push to accomplish the objective of the arrangement.

Provide financial incentives: Money related impetus is likewise a motivational device. It keeps the worker much appealing to the work prepare, the ideal compensation, reward, offer is some monetary motivators. Representatives work for cash, and they need to get legitimate cash for the work they do. So it is longing to them to procure a compensation which is toll. Reward and share is additional money related impetuses that make the representative more satisfied. In the event that the representatives get this sort of motivating forces they include themselves however much as could be expected to accomplish the objective (Cornellhrre View, 2013).

Those are the initiative of employees’ activities that help to improving the organization in changing way.

Employee involvement help to achieve effective organizational change

There are some particular reasons that the representative association accomplishes viable authoritative change. Worker engagement to the authoritative changing procedure makes the undertaking simpler for the top level director. A few reasons are given underneath for why representative inclusion accomplishes the organizational change-

Achieve organizational purpose: In the event that the associations give the unmistakable idea about the assignment of the change handle the worker can clear about the result and the motivation to doing the changing procedure undertaking. So the worker can give his/her full push to accomplish the assignment objective. So the emotional hierarchical change can without much of a stretch be accomplished (Peterstark, 2008).

Get the best effort from employees: At the point when the associations make it simple for the workers to share their idea, conclusion to choice making process, the representative feel that they are additionally the piece of the association. So they require their best push to accomplish the emotional hierarchical change.

Identify fault and weakness: The employee discuss about their different point of view to other than the other employee feels weakness and fault on the view of others that would be identified as the tools which is perfect to gain the organizational change (Peterstark, 2008)..

Dedication to work: After the inspiration the representatives are all the more eager to work. They give their best push to accomplish association objective. So it likewise can be a main consideration to accomplish the viable organizational change.

Introduce spirit in work: At the point when the top level supervisor, center level representative and the lower level workers are cooperating to accomplish a solitary objective, then the likelihood to accomplish this objective is additionally increment. Since the whole association are cooperating this is successful to accomplish the undertaking all the more effectively (Peterstark, 2008)..

Conclusion

Change management in the organization is the most important part of the management process in the company. It is impacted on the whole area of the management system. It is dependent on how to organization has changes and what has to be change. This assignment and the organization changing have been discussed with the light of management theory. This assignment helps a person to understand well about the change theory of management. It is realized why a manager has to be enriched in different theory that helps to take quick decision. After all it can be the speech as the concluding that management strategy helps to gain suitable result in organization.

Reference(s)

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