Organizational Change - Essay Example

Organizational Change Organizational Change Drivers of Organizational Change Change is widely viewed as the only constant in life as well as in business. Change in organizations emanates from both internal and external environments. However, in most cases, organizational change results from external forces. Salient drivers of change within an organization include reorganization, mergers and acquisitions, expansion and general changes in the workforce (Cook et al., 2004). The first driver of organizational change from the external environment is commoditization. This refers to the mounting pressure for organizations to lower the prices of their goods and services in a move to gain a competitive edge over their competitors. This trend is mainly observed among the major retailers. Secondly, digitization has resulted into organizational change as it has levelled the competition among small organizations and well-established companies (Lewis, 2011).
Thirdly, innovation and technology have resulted into major changes in the way organizations are managed. Technology has resulted into improved communication and efficiency. Fourthly, the use of the internet and social media tools has led to changes and has transformed how businesses relate with their customers and the society at large. The fifth and most critical driver is globalization. Businesses no longer operate only in their home countries. They have spread their operations across various parts of the world owing to globalization. This means that they are influenced by economic, political and technological changes taking place in the entire global scene (Lewis, 2011). Finally, change within organizations is driven by the acceleration and convergence of the above-mentioned factors.
The Keys to Successful Organizational Change
The first key to effective organizational change is involvement. It is essential to note that change is characteristically disrupting for individuals in the organization. Attention is paid to the leadership team for support in the event of change (Cook et al., 2004). The leaders and all important stakeholders should adopt change. It is important to note that change fails when the leadership is not centrally involved. The second key driver of successful organizational change is communication (Fernandez and Rainey, 2006). It is imperative for the leadership to communicate to the employees on its vision in regards the change process. On various occasions, leaders often assume that the employees understand the change process while they do not. Leaders need to listen to their employees’ concerns and come up with the best ways to address them (Lewis, 2011). This can be through timely communication which is done for business purposes and is clearly laid down.
Thirdly, training should be an important procedure in dealing with any change process. Training allows the employees to develop the much needed skills and confidence in dealing with pending changes. This, in turn, minimizes resistance and stress (Lewis, 2011). Additionally, it helps the employees to better understand the new technology and how to employ it. This also helps in effective problem-solving and managing of conflicts (Cook et al., 2004). Fourthly, the managers should always appreciate feedback and recognize how the employees are handling the change. Finally, the leadership should be focused and remain on the course of the change.
References
Cook, S., Macaulay, S., & Coldicott, H. (2004). Change management excellence: Using the four intelligences for successful organizational change. London: Kogan Page
Fernandez, S., & Rainey, H. G. (2006). Managing successful organizational change in the public sector. Public administration review, 66(2), 168-176.
Lewis, L. K. (2011). Organizational change: Creating change through strategic communication (Vol. 4). John Wiley & Sons. Read More