Organizational change and development are the key factors of a successful organizational in today’s business environment. Organizations strive to be competitive in the marketplace, therefore, due to the dynamic business environment organizations must adapt to the changes to stay relevant in the business environment. Organizational development advocates for planning and devising strategies to manage change in the organization. On the other hand, organizational change is the response of an organization to the changes in the outside business environment.
There are quite a lot of changes in the business environment. Such changes range from technological change, cultural changes, business legal factors, and economic factors. Therefore, firms incorporate organizational development in their human resource strategy through organizational learning and culture to cope up with the changes in the external environment.
There is a crucial difference between the two terms. Organizational change is a response towards the external changes in the business environment that affects the continuity of the business (Rune, 2010). Consequently, Organizational development is the application of values strategies, and techniques to manage change in an organization ( Banutu, 2016). Furthermore, development promotes change in an organization which prepares an organization to face the changing outside business environment. Therefore, Organizational development is a proactive method that recognizes the change in the business environment and leverages it for the benefits of the organization.
Brilliant company has been operating in the manufacturing sector for over two decades. Being an organizational development practitioner, I have identified a lot of problems that needs changes in the organization. The problems comprise of;
Technology changes
The manufacturing plant installed in the company obsolete as compared to the other competitors in the industry. The company is inefficient in production and the finished products from manufacturing are sub-standard. Moreover, the firm incur a lot of production cost on wages, operations, maintenance of machines and time wastage. Through adoption of new technology in the market, the processes and output of the organization will significantly improve. Therefore, I propose to the management to invest in the newest technology in the industry.
Changes in business structures
Our company is facing threat of hostile takeovers, acquisition and even mergers due to growing adverse competition in the business environment. The stay relevant in the business our firm must embrace innovative methods of production. Moreover, the changing business models may lead to sale of our most valuable assets to our competitors. Therefore, there is a need to change the organizational management structure, increase investment shares of the company and improve productivity as a hedge against take-overs.
Globalization of markets
The business activities of our company is facing global problems arising from competition, complex legal and political environment have impacted the business of our company. there is need to change our way vision, strategies and plans to meet the global requirements in the market. Therefore, a need of organizational structure change is inevitable for business, the process of implementation of the change ( Banutu, 2016).
Organizational Norms
Brilliant company is faced with dangers of deviation from the norms of the organization that have been rooted over several years. The organization policies, procedures, and routines is perceived to change in response to new demands in the job market. Similarly, other factors such as similarity among culture, structure, and formal structures have emerged, and a set of values and norms are now in place (Kenis, 2010).
Organizational Development helps organizations to enhance their beliefs, values, attitude, and value of employees for the growth of the company and individuals. Nevertheless, it enables the organization to better respond and adapt to the prevailing market environment in technology, processes, systems and other factors.
Employees
One of the benefits of engaging in organizational development is to enhance a Continuous Improvement of the organization’s processes. This aspect enables employees to adapt to the changing demands of the job requirements. Learning organizations are predicted to be well equipped with the changing demands in the job market and could easily maneuver through them. (Pieterse, et al., 2012).
Flow of communication
Change proposed in an organization can change the flow of communication in the organization. The communication plan is majorly affected by the organization structure adopted in an organization. Many employees prefer horizontal communication as opposed to vertical one. Therefore, a change in the communication structure can affect their relations with the top management. Consequently, many scholars have identified a lack of communication to be the main cause of organization change resistance. Therefore, development is an answer to this resistance as employees are equipped with strategies, techniques, and methods of communication which is key to organizational performance. It is also believed that increased communication is another way of aligning all the employees to the company’s goals and values.
Rules and procedures
Change in an organization affect the rules and procedures that governs the processes in the business. Though change is a significant tool to the management, changes in th rules and procedures from the norms affects the management of employees. Many components of change such as customer needs, technology, the economy, growth opportunities, and status quo results in changes in rules and procedures of the organization thereby affecting the business markets ( Asumeng & Osae-Larbi, 2015).
Structures
Organizations consider methods of business expansions such as mergers, acquisitions, ventures or employing more staffs due to emerging issues in business operations. These changes, therefore, allows employees to be more innovative as well as presenting challenges to them. On the other hand, a weak economy increases companies problems in the decision making of the employees’ salaries, benefits, and even downsizing decisions.
The proposed changes in the company shall affect individuals. Systems, processes and eventually the overall performance of the company. The effects of the mentioned changes shall inform the decision of implementation plan of the company.
Lack of confidence
Brilliant company management will experience a change in the employee’s attitude towards the job. Many managers and consultants have identified that people typically don’t like change. Change that leaves an organizational member feeling defenseless in his or her ability to take part in the change successfully can cause resistance towards the change. Furthermore, lack of confidence in the capacity of an individual member to adapt to the changes is another potential factor causing resistance to change. Therefore, by communicating the change and its need in the organization makes the employee confident and supported through training and education on the proposed change (Theodore, 2013).
Lack of control
Brilliant company employee may develop feelings of uncertainty about their ability to control their job duties. This uncertainty often is caused by lack of information as to the demand of the individual knowledge, skills, or ability to be part of the change. Therefore, the management role is to clarify to the employees the importance of the change towards achieving the goals of the organization (Titang, 2016).
Personal fear
Brilliant company management and employees may develop fear caused by uncertainty on whether an individual can successfully be part of the change process. Moreover, the fear can emerge from the uncertainty of the individual future relevance to the organization due to the changes which can lead to downsizing (Gürkaynak, et al., 2014)
Most employees are concerned with their job security and the possibility of job promotions. A perception that a change initiative can create an adverse reaction to the employee’s personality. The adverse effect can lead to fear of loss of authority, rewards, opportunity, employee’s relationships, status and even ability to be productive.
Organizational factors
Brilliant company employees may perceive that the organization’s credibility on addressing their issues and concerns is questionable. Involving the employees in the change process is one of the most known strategies for combating resistance to change. The leaders of the change management gain their confidence as credible leaders by training employees, listening to their comments and continually getting involved in their job duties (Kumar, 2012).
Change can be managed through the following strategies
Communicating the change
Communicating the need to the employees about the need for the change could reduce the resistance. This communication should also be adopted in an environment where the employees have an open session to discuss their concerns, fears, and frustrations thus enhancing the credibility of the organization, as well as those leading the change (Chong, 2007).
Training and development
Employees accordingly are the most valuable assets of an organization. Therefore, there is always a need to equip their skills, knowledge, attitudes, and methods to fit the changing demand in the business environment (Odor, 2018). Therefore, organizational development enables managers to plan for coaching, team building, and career development.
Support and Involvement
A successful change and development management is a key to improved performance; therefore, employees must be on the integral point of involvement in participation and implementation. Also, the management ought to provide support to the employees in the implementation of the change.
Realistic Timeliness
The plan proposed schedule of an organizational change should meet the timeline expectations of the employees. Stringent timeline measure increases anxiety which leads to change resistance.
The company must plan and prepare the employees for the perceived changes. Effective planning and management of the change process can be hard to achieve in the organization ( Self & Schraeder, 2009). Through the application of formally identified organizational change strategies, it is possible for leaders in organizations to manage the change process and implementations successful. Different scholars have identified models in which managers might apply to successfully manage organizational change. One of the models being the institutionalization of the change which focuses on the preparation of the individuals towards the change. This model advocates for guidance on organizational members to adopt the change and incorporate the change itself into the culture and beliefs of the organization (Odor, 2018).
The company aligns the change process with the goals, visions and objectives of the organization. This plan stage allows the company to understand the key components within the organization that makes the change a reality.
The company shall pass through a test support to ensure that the team of employees are confident with the change. This stage gives an opportunity to the management and employees to bridge any gap in the change process through career development, coaching, team building any other employee development techniques.
Communicating the need to the employees about the need for the change could reduce the resistance. This communication should also be adopted in an environment where the employees have an open session to discuss their concerns, fears, and frustrations thus enhancing the credibility of the organization, as well as those leading the change (Chong, 2007). Training Employees on the communication strategies of the organization as well as being involved in decision making will help reduce resistance to change.
Organizational development interventions assist the managers in dealing with change. As the work environment become complex it is prudent for the management to attract talented individuals who are well informed of the operations in the organization. Secondly, people management is another intervention to create a conducive working environment for the employees. Competency management is another strategy which assist the management in enhancing the core competencies of the employees through training, coaching, career development and team building.
Another strategy is optimizing which seeks to improve the capability of both staff and organization through continuous improvement of capability. Continuous improvement is achieved through quantitative feedback and adaption of innovative strategies and techniques.
This change process plan allows the management to perform the planned changes after ensuring all the employees are well informed. Therefore, such attitudes such as reduction on morale, retarded performance, increased cynicism, lack of commitment and other negative behavior affects which affect the overall performance of the organization are assessed ( Banutu, 2016). The essence of effective change management is proper planning and implementation of the change itself. The change initiatives should recognize the possible resistance by the employees and addressed fully to avoid adverse effects on performance. The management should identify the significant threats of organizational change which is possible through effective planning and management of the change process (Kenis, 2010).
The management of the company will assess the implementation of the change and suggest areas to improve. The key to causes is the organizational managers failing to understand the reason behind the change entirely and guiding the organization through a change initiative (Theodore, 2013). Adequate and careful planning and implementation process of the desired change assists the organization to reduce the likelihood of failure and help combat to undesirable reactions from the employees (Sullivan, et al., 2011).
Change management is an inevitable strategy in today’s organizations. Managers in many organizations are faced with challenges in combating with employee’s resistance on proposed changes. I have understood that change management is an area that needs much understanding by the employees especially in an era of high dynamism the business environment. As a manager of a firm, I should be able to embrace different types of employee’s development programmes aimed at enriching them with the skills necessary to combat the change. Developing employees’ strategies such as coaching, team building, training, career development, and survey feedback helps the management prepare employees for future job demands.
Moreover, as a manager, it is prudent to understand that organizational change and development is a programme. Change and development must be planned and communicated to the relevant individuals before being rolled out. I have also learned that change cannot be imposed on individual employees. A successful change and development management is a key to improved performance; therefore, employees must be on the integral point of involvement in participation and implementation. In conclusion, I propose a constant organizational development programme that prepares employees for future anticipations in job tasks.
References:
Asumeng , M. A. & Osae-Larbi, J. A., 2015. Organization Development Models: A Critical Review and Implications for Creating learning organizations. European Journal of Training and Development Studies, 2(3), pp. 29-43.
Banutu, M. B., 2016. Organizational Change And Development. European Scientific Journal, 12(22), p. 57.
Self , D. R. & Schraeder, M., 2009. Enhancing the success of organizational change: Matching readiness strategies with sources of resistance. Leadership & Organization Development Journal, 30(2), pp. 167-182.
Chong, M., 2007. The Role of Internal Communication and Training in Infusing Corporate Values and Delivering Brand Promise: Singapore Airlines’ Experience. Corporate Reputation Review, 10(3), pp. 201-212.
Gürkaynak, G., Dalk?r, S. & Durlu, D., 2014. EMERGING MARKETS AND U.S. HORIZONTAL MERGER GUIDELINES: A TURKISH COMPETITION LAW PERSPECTIVE. Journal of Competition Law and Economics, 10(2), pp. 445-474.
Ichniowski, C., Shaw, K. L. & Prennushi, G., 1995. The Effects of Human Resource Management Practiceson Productivity. [Online]
Kenis, p., 2010. ORGANIZATION DEVELOPMENT: PRINCIPLES,PROCESS AND PERFORMANCE. International Public management journal, 12(2), p. 24.
Khan, R. A. G., Khan, F. A. & Khan, M. A., 2011. Impact of Training and Development on Organizational Performance. Global Journal of Management and Business Research, 11(7).
Kumar, K., 2012. BEST PRACTICES FOR INTERNAL COMMUNICATIONS PROFESSIONALS: ENGAGING YOUR EMPLOYEES.
Odor, H., 2018. Organisational change and development. Journal of Business and Management, 10(7), p. 63.
Pieterse, J. H., Caniels, M. C. & Homan, T., 2012. Professional discourses and resistance to change. Journal of Organizational Change Management, 25(6), pp. 798-818.
Rune, T., 2010. Organisational Change Management: A Critical Review. journal of change management, 5(4), pp. 369-380.
Sullivan, et al., 2011. Organizational Change Models: A Critical Review of Change Management processes. RICS Construction and Property conference, 12(1), p. 307.
Theodore, J., 2013. Organizational Development Interventions In Learning Organizations. International Journal of Management & Information Systems, 17(1), p. 64.
Titang, F., 2016. The Impact of Internal Communication on Employee Performance in an Organization. journal of science and management, 12(4).
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