The Importance Of Organizational Change

991 Words2 Pages
bulb-icon

Recommended: Importance of Communication in an Organization

The most important factor critical to the success of organizational changes especially with mergers, reengineering, and downsizing is communication. Management must be open and changes must be communicated with everyone within an organization to avoid criticism. Communication should be well-thought out and the intended audience must be taken into separate considerations. This will lessen frustration caused by feelings of not being in control. All members in the organization would want to be a part of organizational change rather than feeling like a bystander or even worse, a victim. Other factors that can affect communication are the language used as well as the gender and emotions of the individuals as well as existing power structures. …show more content…

Consistency of the Coach, making sense of things with the Interpreter, and also recognizing certain differences under the Navigator are the keys to making an organizational change a more efficient transition. Every situation is different and that becomes exponential when more things (employees) are added. This Navigator style allows to address those differences and then approach them in their specific way. Upper management, executives, and others do not require the same level of information. Gender differences should also be taken into account. Moving across international borders and into different cultural settings can not be ignored and the Navigator allows these differences to be approached. Not only does this give an impression of customization but also gives more weight to folks buying-in. The Coach with the Interpreter also continues to add to that by presenting a team thought with all this once again, offering a group mentality with all involved with the change while being consistent, and just as important; making it make sense. People will not buy-in unless they think they understand. And by being made to feel special they will also have a feeling of being understood and appreciated. Misunderstandings and criticisms will be held at a minimum and this is possibly the greatest result of the approach. One thousand "goods" can be sunk with one horrible "bad". Risk management is the concern there. I am convinced this combination is the recipe to administer organizational change in the best way

Show More
Related

  • Organizations Within the Criminal Justice System in America

    798 Words  | 2 Pages

    Within an organization one of the key tools that they use is that of: communication. Communication is a primary key to any organization and without it there is no cohesion, no leadership, and no functionality. As communication begins to diminish, so does the organization – as one article puts it: “These new economic…. imperatives have significantly contributed to the demise of the old classic command-and-control bureaucracy…” (Tiernan et al, 2002, 47-48). From what this article states, the lack of communication has led to a semi-collapse of the mechanistic structure of an organization. Though communication does seem like a huge factor of an organization, communication does not come without its troubles within the inter-organizations; if there is communication going on in a company, there is going to also be a lack of communication. When a company has employed thousands of people (or maybe just a small amount) they are hiring a whole selection of individuals to work as whole group in unity – though this does seem like an amazing idea, these sets of individuals will have quite ...

    Read More

  • Leadership Theories for CrysTel's Change Initiative

    1608 Words  | 4 Pages

    Achieving organizational change that produces real results is not just a managerial challenge; it is also a cognitive challenge. As Peter Senge stated in an article on leadership "deep organizational change requires a change in people. Redrawing the lines and boxes in your org chart without addressing the way people within the organization interact may be like rearranging the deck chairs on the Titanic" (1996). Leaders find it easier to address tasks rather than the complex dynamics of human interactions. The outcome of which is a focus on the short-term and local not the longer-term and global results from change.

    Read More

  • Genentech Innovation Summary

    1120 Words  | 3 Pages

    When a company goes through an acquisition the changes are planned, the changes are thought out and executed in a structured and timely fashion. When changes are planned it helps put people at ease. Communication of the changes is very important (Griffin, 2013). Organizational Structure

    Read More

  • Organizational Change Within The Police Department

    2008 Words  | 5 Pages

    This paper will be broken down into six sections profiling each critical part of implementing and managing change in an organization. The sections included are; outline for plan creating urgency, the approach to attracting a guiding team, a critique of the organizational profile, the components of change, and how to empower the organization.

    Read More

  • Organizational Change And The Public And Private Sector

    736 Words  | 2 Pages

    Change usually comes with resistance in any workplace because change disrupts the employees’ sense of safety and control (Lewis, 2012). Kurt Lewin (1951) created a three step process for assisting employees with organizational Change (Lewis, 2012). The three stages are Unfreeze, Change and Refreeze. These are the steps to a smooth transition for change within organizations. Further, these steps are not possible without good communication from upper Management through line staff. Communication was consistently listed as an issue in surveys conducted by the department.

    Read More

  • Heart Of Change Essay

    2170 Words  | 5 Pages

    In today’s ever changing world people must adapt to change. If an organization wants to be successful or remain successful they must embrace change. This book helps us identify why people succeed and or fail at large scale change. A lot of companies have a problem with integrating change, The Heart of Change, outlines ways a company can integrate change. The text book Ivanceich’s Organizational Behavior and Kotter and Cohen’s The Heart of Change outlines how change can be a good thing within an organization. The Heart of Change introduces its readers to eight steps the authors feel are important in introducing a large scale organizational change. Today’s organizations have to deal with leadership change, change in the economy,

    Read More

  • Thompson’s Four Hypothesis of Organisational Change

    2117 Words  | 5 Pages

    Thompson’s (1995) four hypothesis can be recalled as (1) bureaucratic efforts for their survival (2) conditionality of donor agencies (3) failure of blue print approach and (4) success of participatory approach adopted by other organisations.

    Read More

  • “Leading Change: Why Transformation Efforts Fail”

    860 Words  | 2 Pages

    Changing situations throughout the world affect all organizations in business today. Therefore, most organizations acknowledge the need to experience change and transformation in order to survive. The key challenges companies face are due to the advancements in technology, the social environment caused by globalization, the pace of competition, and the demands regarding customer expectations. It is difficult to overcome the obstacles involved with change despite all the articles, books, and publications devoted to the topic. People are naturally resistant to fundamental changes and often intimidated by the process; the old traditional patterns and methods are no longer effective.

    Read More

  • Why do organizations change?

    1690 Words  | 4 Pages

    Why do organizations change? With time goes by, rapid development of science and technology had led us to a world full of competitions. Change and stay alert to keep up with the current trend is essential asset to survive in this aggressive global economy. As the framework indicated by Pettigrew, there are two key context factors makes a great deal of effects on the reason for companies to change. Those are outer context and Inner context. Outer context could refer to the surrounding environment around the firm and the global economics status, etc. Inner context could be downsizing, restructuring the Gestalt, or the problem with coherent design archetype. Under the stress of the outer and inner context, forces or triggers will bring out the revolution. Change can be seen in a short term way and also in a long term way. Short term change could be a sudden, discontinuous and frame-breaking rupture which has an impact on the whole organisation, or new forms of management ad structure of the firm itself, or the breakthrough created by the major innovations or even can refers to the impact of new product and new market opportunities. Normally, financial crisis will be an initiative as a trigger to revolution. At first of the revolution, there would probably already has small changes in normal management and structure. As a long term way to apply the change, change agents are needed to do an ongoing, continuous and gradual progression or give some simpler initiatives such as improvements to existing products and product range.

    Read More

  • Top Down Vs Bottom Up Change

    1050 Words  | 3 Pages

    The transformation of a company requires hundreds, sometimes thousands of employees to adopt a new view of its future, a future they must regard as essential. Change management involves managing the process of achieving this future state. Change can be viewed from two vantage points, that of the people making the changes and that of the people experiencing the changes. In the top-down, or strategic viewpoint associated with management, the focus is on technical issues such as the investment required, the processes for implementing the change, how soon the change can be realized, and the outcome. In the bottom-up viewpoint of the employee, the focus is on what the change means to the ...

    Read More

  • Resistance to Organizational Change

    1271 Words  | 3 Pages

    Individuals when faced with any major change will be inevitably resistant and will want to preserve the status quo, especially if they think their status or security within the organization is in danger (Bolognese, 2010). Folger and Skarlicki believe that organizational change produces skepticism in employees which make it problematic and possibly even impossible to contrive improvements within the organization (as cited in Bolognese, 2010) Therefore, management must understand, accept and make an effort to work with resistance, since it can undermine even the most well-conceived change efforts (Bolognese, 2010). Furthermore, Coetsee states for organizations to achieve the maximum benefits from change they must effectively create and maintain a climate and culture that does not support resistance and rewards acceptance and support ( as cited in Bolognese, 2010).

    Read More

  • Change Management Case Study

    1745 Words  | 4 Pages

    Hayes (2014), encourages change managers to keep an open line of communication with employees. Although these ones may not agree or support the upcoming change, they value the information being given to them at the onset and may eventually tolerate or accept the change. Therefore, it is important for change managers to not only communicate with employees, but provide relevant information, as the quality of the communication is of the utmost importance.

    Read More

  • Organizational Change Essay

    1343 Words  | 3 Pages

    The idea of change is the most constant factor in business today and organisational change therefore plays a crucial role in this highly dynamic environment. It is defined as a company that is going through a transformation and is in a progressive step towards improving their existing capabilities. Organisational change is important as managers need to continue to commit and deliver today but must also think of changes that lie ahead tomorrow. This is a difficult task because management systems are design, and people are rewarded for stability. These two main factors will be discussed with reasons as to why organisational change is necessary for survival, but on the other hand why it is difficult to accomplish.

    Read More

  • The Impact of Change in an Organization

    1383 Words  | 3 Pages

    Robbins et al. (2011, p. 186), states ‘Change is an organizational reality and affects every part of a manager’s job’. Today’s wave of change primarily created by economic condition so change is now such a constant feature of organization life (Goodman, E. 2011, p.243). Organizations need to be changed at one point or another in structure, technology or people. These changes are defined as organizational change (Robbins et al. 2011, p.18). Organizational change is important because changes can increase effectiveness and efficiency, the innovation of products, services as well as dealing with changes in external and internal forces (Goodman, E. 2011, p.243). However, ‘the bottom line is that organizational change is difficult because management systems are design and people are rewarded for stability’ (Lawler, E.E. & Worley, C.G. 2006, p.11).

    Read More

  • Organizational Communication

    1180 Words  | 3 Pages

    Communication helps the organizational members to make both personal and organizational goals. And also help them to co-ordinate on the internal activities of the organization. To the extent the less effective communication of any organization is the less e...

    Read More

More about The Importance Of Organizational Change

Open Document