Implementing Organizational Change
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Implementing Organizational Change
Organizations all have a common factor and that is change. There may be many reasons why change may be needed, such as technology, competition, and organizational growth which are just a few reasons for change. Implementing change is difficult, so before change can happen the planning process must take place. Because positive change can give an organization more of a competitive advantage over its competitors, implementing organizational change will not only improve an organization, but change will lead to a positive outcome. Change is essential for an organizations success. Change produces results; therefore, changing nothing will produce nothing. So implementing a positive or negative organizational change in the business world will either keep an organization in the competitive world or run it out of a competitive world.
Implementing Organizational Change
An organization’s intention to introduce change and transformation is usually to make improvements and has to be done sensitively, carefully and collaboratively. Managing employees through change prepares managers with essential skills to seamlessly implement organizational change. In order to successfully implement the change, managers should communicate the rationale behind the need for change, implement the change in phases and carefully monitor the entire change process.
In what instances are individual efforts needed more than those of a group?
Individual efforts might be needed when an individual is having power struggles, sees a potential loss from any changes, see it as a violation of a contract, implicit, or psychological struggles within the organization (Kotter & Schlesinger, 2008). Managers can have a positive influence on a specific individual during change. Giving an individual a desired role with implementation or design called