Humanistic Approach To Organizational Change

“In today’s highly volatile, unpredictable and ever flexible business environment, organisations can only take an emergent approach to change”

Introduction

The given essay will systematically investigate and analyze the role of emergent change in a dynamic and competitive business environment where change management is used to be a strategic advantage. It will begin with the discussion of different management theories proposed in past few decades and its telling contribution on various approaches of change management. Further, SWOT and PESTEL analysis will be done to assess their impact upon organizational change. Moreover, Different approaches to organization change will be studied with greater emphasis on emergent change in a given framework.

It often created a conflict between task oriented focus and people oriented focus among managers. To answer this question, thinkers proposed different approaches to management to resolve these issues. It started with theory of scientific management proposed by Frederick W. Taylor that focused on task (Celik & Dogan, 2011). It worked in short term but came out with employee dissatisfaction and demotivation in larger perspective. To resolve this issue, Elton Mayo proposed humanistic approach of management (Rosanas, 2006) which involved more interaction between employees and employers to take care of social and psychological needs.

Positivism and social construction also play an important role in organization behavior as knowledge and science builds positivism and human understanding builds social construction and they affect differently in shaping behaviors in an organization. Later on, it also affects change management

Technology helps them in communication, coordination and execution of roles and responsibilities amid many other functions. Thus, any organization change strategy needs to focus upon the three most important elements as structure, people and technology. Change in structure brings dilution of existing roles and responsibilities and new structure is established (corkindale, 2011). Strong organizational culture (Madu, 2007) thrives on core values which is acknowledged and respected by everyone in the organization. Core values are the guiding force for employees and they require minimum regulation to govern themselves.One such theory is proposed by Ansoff and McDonnell which says that organizations identify opportunities and threat in outside environment and change themselves to exploit the opportunities and counter the threats. It is the responsive behaviour of organization to change with the change in environment. Ralph Douglas Stacey has put organizational change in different manner and devised Stacey matrix (Zimmerman, 2007). It has identified different scenarios and approach of navigation that are faced by management and leadership in decision making