Importance Of Organizational Change

Organizational change is the use of a new idea or behavior of an organization. In other words, the workplace adopts a new rule, and it changes the atmosphere of the environment. Sometimes, change is not controlled by the workplace. Change can occur at any moment in the company. Implementing change is one of the most difficult things to do in the workplace from the manager 's point of view. Management must be able to accept and acknowledge the change that has occurred or that is bound to occur. Before employees are informed of the change, management, and managers must first accept the change and how they will implement it. They must first take a step back and look at how to inform the rest of the company of the change. Sometimes change

A question that arises is why do employees resist change. People would rather stick with the status quo than adjusting to the change. It is important to understand why change is so hard to deal with to begin with so managers can get the gist of how to keep employers motivated. First, employers tend to resist change because they think it is going to conflict with their self-interests. Change can increase the employee 's workload and in return, there can be a loss of power, prestige, pay, or benefits. Employees avoid this type of change because they want to avoid loss. Second, employees have a lack of understanding and trust. They often do not trust the purpose behind a change. Employees second-guess the changes, whether they benefit or lose from it. Third is uncertainty. Uncertainty is the fear of not knowing about what is going to happen in the future. Employees find changes threatening because they do not know if the change is going to affect them in the end. Fourth is different assessment 's and goals. Employees see changes more differently than managers do. Managers may see changes as a good thing for the company, but employees think otherwise. Employees would rather stick to the same routine and to

It is important for employees to participate because they get an idea of what is exactly going to happen when the change is implemented. They will learn, while participating, that change is what is best for the company. Motivation is linked to participation because in order to feel like you have a say in the company, you have to participate to know what is going on. Unmotivated employees will not participate and will be those who resist change. Companies want to go in the opposite direction and want to have all employees on board with the new-implemented change. Management must meet with the employees to explain visually about what is going to happen. If the company does not, then the employees will obviously resist. Managers can discuss management’s idea and show them visually on where their idea is going to go in the end. Also, management can make a survey and give them a chance to express their idea. Moreover, now that employees are participating, they would want to know what is in it for them to help adjust, and make the change. Sometimes, employees would like some compensation or extra benefit to add with the change. That compensation can include an extra bonus at the end of the year or a raise. For example, when I would work at the law firm, we would get together as a group to decide when lunch should be taken and who