Leaders are also needed to change their identity, perspective and mindset. In most scenarios organisational leaders, have little or no incentive to adopt radically different perspectives and methodologies to interact with the world where this is exactly what is required during transformation. The leadership bias or blindness to process human psyche, is one of the major reasons why organisational changes fail or become more arduous than they need to be. The organizational change failure may also be due to the manner in which change had been visualized, communicated and applied or because internal resistance to it builds. Employees keeping their own interests at higher priorities sabotage such changes.
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.
Organizational Cultural Changes that occur within an organization do not occur on its own. Organizational change entails detailed management and planning. Organizational change does not occur overnight and resistance within the employees is inevitable. Having organized management who is prepared to provide leadership is imperative in providing solutions to the issues of resistance. Although resistance to change is inevitable, an organization must experience change in order to sustain changes, whether economical, technological, or financial.
Strategic planning: The process of developing and maintaining a strategic fit between the organization’s goal and capabilities and its changing marketing opportunities. It involves defining a clear company mission, setting supporting objectives, designing a sound business portfolio, and coordinating functional strategies. Strategic planning sets the stage for the rest of the planning in the firm. Companies usually prepare annual plans, long range plans, and strategic plans. The strategic plan involves adapting the firm to take advantage of opportunities in its constantly changing environment.
HOW EFFECTIVE IS ORGANISATIONAL CHANGE MANAGEMENT IN TODAY’S EMERGING BUSINESS INTRODUCTION Often times, it has been argued that for an organization to survive in this highly competitive and continuous business environment, it is empirical to successfully manage organizational change. Organizational change occurs when a company makes a transition from its current state to some desired future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to minimize employee resistance and cost to the organization while simultaneously maximizing the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are
The fact that change creates opportunities is reason why managers need to encourage change. What a manager can change falls distinctively into the three categories stated in the definition of change: people, structure and technology. The manager can make alterations in these areas in an attempt to adapt to or facilitate change. The change of people involves changing attitudes, expectations, perceptions and behaviour. These changes ar used to help people within organisations to work together more effectively.
As individuals we need to learn to adapt in different situations for change is inevitable. Everything about this world is changing each and every moment. Our relationships change, circumstances change, our feelings change. No one is exactly the same each moment. Everything is changing constantly.
Organizational change is generally triggered by external and/or internal forces (Weiss, 2012). Some external forces that cause change are the economy, technology, political and socio-cultural issues. Internal forces that lead to change can be attributed to leadership skills and abilities, goals and objectives, as well as improvements in technology. These forces then lead to changes within the business structure, processes and procedures, physical work environment, job design and duties as well as skills and knowledge levels. Regardless of the type of force that triggers the change, organizations need to take advantage of the opportunity, communicate the vision and strategy, create value and gain the support of the employees and stakeholders.
The first phase is introducing the change in an organization to the employee by justifying the change (Berube, 2012). Change in an organization is necessary to cope with the fast changing environment and meet the organization’s goal. The top-management is responsible to explain clearly the importance of change execute in an organization to the employee. It is necessary since there are some of experience employee is refuse to accept change and senses that change will lower their reputation and position in the working environment. As elaborated by Brown (2011), there will be criticized, ridicule and persecute in change towards any approaches used in introducing change of the organization.
The organization will create a new model and improve the business process when the need of change takes place. Business process is required in every business and the change of the processes are