Managing
Change in Organizations
Organizational
Change
It is said that
the only certainty is that nothing remains the same for long. Changes happened
in every aspect of the world. These changes can be looked upon as if they are
evolutions of nature or in technology. Knowledge, demands, needs, products,
aspirations, expectations, habits, fashions, values, beliefs, etc.… keep
changing. In recent times the pace of change has become faster. The changes
brought by new knowledge and technology are not slow and evolutionary as in
nature but radical and discontinuous.
Organizations have the capacity to sustain a long period of growth,
under any circumstances through adaptation. Change implying adaptation and
transformation, is intended to improve effectiveness.
Organizational
Change may be defined as “The adoption of a new idea or a behavior by an
organization” (Dratf;,1995)
Figure 01- Factors of Organizational change (source-sweetprocess.com)
Organizational
Response to Need of Change
Organizations are
living systems, but of an order than the human beings. They have the capacity
to sustain a long period of growth, under any circumstances, through
adaptation. Every organization undergoes change in the normal course, as it
grows along with the globalization.
When comes to
Change, the response is an anticipated situation to a perceived threat. In the
nature of preparing for a future possibility is called as `Proactive response.
If the behavior
felt because of an awareness that the effectiveness is being adversely
affected, in that case the response is called as `Reactive response`.
Effective Change Management Process
Due to today’s fast
moving business environment it is necessary to implement a Change Management Plan
to face the change within the organization, which helps smooth transition and
ensure the expected results.
1.
Define
the change clearly and align goals accordingly – Must explore about what we need to change and must understand
why is this change required.
2.
Determine
the impacts and the affect of it – To know what can happen to each and every unit in the
organizational structure and how to be received the change.
3.
Build
communication strategy – How
to communicate the change and take feedback to manage or to implement plans.
4.
Effective
Training – Find the most
effective training method and use it to prepare the employees by developing
skills require to overcome change.
5.
Provide
a support structure – Assist
emotionally to adjust to change and navigate them through the changes.
6.
Measure
the impact of change –
Evaluating weather the change helped to achieve the organizational goals and
objectives as well as to find what else must be changed.
Figure 02 - Change management Process (source-www.shrm.org)
Conclusion
A successful Change Management System should be well planned, well timed and well-integrated. Most of the successful
organizations use purposeful and dynamic strategies that anticipate, influence
and respond effectively to shifting trends, patterns and events of global
business world, which helps to survive and thrive using a disciplined, responsive,
flexible and effective change management system.
References
Change Management by Gartner;,(2018). Available at https://www.gartner.com/en/insights/change-management [online]
6-steps-effective-organizational-change-management
by Courtney,F;,(2020) available at https://www.pulselearning.com [online]
Implement strategies for effecting change, controlling change and helping people to adapt to change is the main purposes of change management.Effective change management helps an organisation make smart choices. It increases productivity, decreases risks, and helps to improve the profitability of an organisation.
ReplyDeleteYou have nicely described all above in your post.
Thank you for the comment Wathsala.
DeleteGood article Gangani.
ReplyDeleteIf I add more, The term "organizational change" is a wide one. Some changes are dramatic: a significant shift in a company's direction. Other changes are less dramatic, focusing on a specific aspect of a company. It can be useful to think of change in terms of a spectrum. On one end, there is adaptive change, which refers to those small iterations. On the other hand, there is transformational change, which involves significant change.
Yes it is Umesh, and Thank you for the explanation.
DeleteAn interesting article Gangani,Change management is not just communication and training. Nor is it simply managing resistance. Effective change management follows a structured process and employs a holistic set of tools to drive successful individual and organizational change. Thankyou for sharing.
ReplyDeleteThank you for the comment Rukmali.
DeleteLeaders must align people to the reason for the change, often working against long-standing habits and beliefs. Organizations are more likely to succeed when they plan change initiatives proactively and engage employees before, during and after the change....
ReplyDeleteThank you for the feedback Mihirani.
DeleteGood article Gangani. It is not easy to change the management. Changes bring both advantages and disadvantages to the organization. For a successful change can use below mention factors. Identify your starting point.
ReplyDeleteIdentify your default view.
Develop Leadership tactics.
Develop Project tactics.
Develop Skill tactics.
Develop Structure tactics.
Develop Process tactics.
Create overall phased plan.
Agreed Parami. Thank you for the comment.
DeleteAgreed Gangani, Change management is the systematic approach and application of knowledge, tools and resources to deal with change. It involves defining and adopting corporate strategies, structures, procedures and technologies to handle changes in external conditions and the business environment.
ReplyDeleteThank you for the comment Oshadha.
DeleteGood article Gangani,Change management provides a established technique for supporting the individuals for your employer to move from their very own present day states to their personal destiny states. Whilst it's far the natural mental and physiological response of humans to resist exchange, we are absolutely quite resilient creatures.
ReplyDeleteThank you for the feedback Bashtaha.
DeleteChange is a primary fact of every companies’ wellbeing and it help to the businesses grow and to be more successful. Simply change implement to moves the organization closer to its objectives. Change management is the process of how organization fit to a new methods implemented. Effective change management system can help employees to achieve a common goal and boost the advancement of a company as a whole.
ReplyDeleteThank you for the comment Sunith.
DeleteChange management is critical for Human Resource as well. According to SHRM (2021) significant changes may occur at any level of an organization. Numerous business executives have decided that failing to manage workers effectively during times of transition may be costly. Employees that are unhappy with or disturbed by change are less productive in general. As change efforts have grown more regular and broad, the critical nature of managing people during times of transition has acquired credibility.
ReplyDeleteYes Fayaz, Thank you for the comment.
DeleteDo we want to change the process if it has increased productivity every day? It is a difficult question, and I believe that most businesses struggle to answer it. I'm concerned, managing changes has both advantages and disadvantages. An organization always welcomes effective changes. The change management process enables practitioners inside organizations to leverage and scale change management activities that assist impacted individuals and groups in navigating transitions. In your article, you have hit the target. Thanks for sharing.
ReplyDeleteThank you for the comment Nishantha.
DeleteChange management is a systematic approach to dealing with change. It involves adjusting corporate strategies, structures, procedures, and technologies to changing external and business conditions. Effective change management goes beyond project management and technical tasks to lead the "people side" of major organizational change. Change management is about implementing new processes, products, and business strategies while minimizing negative outcomes. HR can contribute to change management in two ways: by initiating and leading the change, and by acting as a facilitator for changes initiated by other leaders and departments.
ReplyDeleteThank you for the comment Kanchana.
DeleteHi Gangani, this article is very interesting. Change management is the process of transferring or relocating individuals, groups and organizations from the current state to the desired future state. thank you for sharing.
ReplyDeleteThank you for the feedback Thilina.
DeleteThis comment has been removed by the author.
ReplyDeleteThis comment has been removed by the author.
DeleteI agree with you. Change management is the use of a structured process and set of tools to manage the people side of change in order to achieve a desired goal. We manage change by helping those who are effected by it in making appropriate personal changes to engage, adopt, and implement the change.
ReplyDeleteYou've supported up your point with conclusive proof and findings. Gangani, thank you for sharing.
Thank you for the feedback Praveen.
DeleteNice article Gangani, 03 ways that the HR change management role can work:
ReplyDelete1. there's an HR change manager within the HR department liable for driving the people a part of the change project.
2. there's an HR change manager included within the change management team to facilitate the people a part of the change management plan.
3. The HR department is asked to help with an HR change management plan that they then give to the change management team, and they continue to support the project in a similar way because the other department managers do.
Yes nandun, Thank you for the comment.
DeleteChanges are inevitable to any organization. Every organization has to have its succession plan in place for the inevitable changes in the micro and the macro environment. As a norm and theoretically, employees are reluctant to change and they have the fear for the change, which is acceptable.
ReplyDeleteA strong management will foresee the inevitable changes and plan for the same at an early stage, thereby the change impact on its employees will be minimal. Management should be in a position to forecast the change and define clear change management strategies to encounter the obstacles that may arise due the particular situation. Thank You
Thank you for the comment Arun.
DeleteTo expect a effective and profitable change in the organization culture, its important that, leadership understanding of the way of execution. You have well explained the approach to manage a change in the organization in your article Gangani. All the best !
ReplyDeleteThank you for the comment Duminda
DeleteChange is constant and no doubt for a culture of business environment too. With the increasing advanced technologies, products and innovation the organizations are forced to change internally and externally in order to make realistic plans and to identify opportunities and threats for survival and sustainability. An important topic to be discussed. Worth to read.
ReplyDeleteThank you for the comment Jackson
DeleteGreat Article Gangani! fearing change is normal for any human being, however rising above that fear & successfully overcoming it is the real sign of a successful leader, as it is said that "Change is the only constant in the world" overall well put together, well done
ReplyDeleteThank you for the comment Jude.
Delete