Change, People, and the Organization Management - Term Paper Example

Change, People, and the Organization Management Student’s Name: Institution: 1.0 Introduction Globalization is a paradigm shift towards a more integrated and self-reliant international economy. It is because the world is adopting integrated and interdependent world economy as opposed to self-contained economies of nations. Corporations are made stateless with the use of internet, integrated marketing. With clear understanding of clients’ needs in the target nation create a marketing mix where products get produced with a target on particular countries In carrying out business internationally, corporations are striving hard to create a cutting competitive edge in a small global village. Competitiveness has become the only way of surviving and corporations endeavor to be on the limelight. Firms are transforming as a way of adapting technological change and globalization of business. However, culture differences are one of the big challenges that organizations face. Business in a cultural background is not the same in another background. Organizations strive strives to make the best out of the available opportunities. As a result, there is increasing aggressiveness in the manner in which the organizations get transformed so as to mirror on what is on the market. Change is, therefore, taking the center stage in the organization. It begins from the employees, the systems in place, and the entire organization. Owing to all these, management is essential so as to bring synchronism of all systems and permit them work together for a common goal. The management requires setting up examples that act as precedence for the followers to get into the course. The report is going to look at change in the organization, barriers to change, and the strategies employed in dealing with the management of people in embracing change in the organization. Additionally, a model for change is going to get analyzed, and a conclusion made in the end. 2.0 Change Change is a transformation in the manner in which tasks get carried out in the establishment for the purpose of making all systems work effectively for the sake of the company’s proceeds. Change gets geared to ensuring that transformation gets imparted smoothly for lasting advantages (Jones, 2010). 2.1 Change and the Workforce The human resource is the greatest asset that an organization can have for success of its operation. Employees when remunerated well deliver quality task within set deadlines and, as a result, get the company reaps the best out of them for profit. The management has the sole responsibility to harness these talents through proper set goals and targets. Change is one of the strategies employed so as to get a human resource give their best for the sake of the organization. It is the role of the management to instigate these changes in a planned manner so as not to tether way best performing employees. Change in a number of cases brings fear and panic amongst the employees with a view of losing their jobs. In order to guard these panic and ensure that all employees embrace changes, the management must communicate these changes to the employees. Additionally, they have to ensure that employees get education as a means of making prepare for the new changes. When all concerned embraces changes with no resistance, the organization is going to stand at a better point of accelerating and be at the top in business (Jones, 2010). 2.2 Change and the organization Globalization makes make the business environment different. These changes in the business arena call for transformation so as to allow the establishment competes favorably in the global market. The innovations that come from novel ideas cause all these changes and hence transformation becomes inevitable. The organization must act swiftly in responding to these changes so as to remain in-line with the competition prevailing in the market. The organization must choose the changes to implement. In doing so, there must be consideration of goals, sequences, implementation aspects, and systems employed for assessment. It calls for a process of dealing with changes. It is a transformation that an organization embraces so as to modify the way of doing work. It is one of the methods employed to increase productivity, adapt to new technological systems, and expand the scope in business. Irrespective of the benefits stated, communication is a major driving component. Employees must get the information of these changes giving them pros and cons expected. It is going to facilitate a smooth transition and prepare employees of new changes. Therefore, planning, involvement, and facilitation are essential (Dale, Van Der Wiele, & Van Iwaarden, 2013). 3.0 Managing Process of Change Irrespective of the numerous categories of establishment change, a significant characteristic is an organization’s capability to gain the buy-in of the company’s workers on the modification. Successfully handling company modification is a procedure entailing for steps; recognition of broader modification in business, adjustments that meet the needs of the organization, employees’ training, and getting employees accept the new changes. Changes for it to get realized greatly must start with systematic evaluation of the present state. It permits determination for essentiality to make changes and point out areas requiring changes. Innovative marketing ought to be one component that steer change bring about awareness and comprehension of styles of leading, as well as the dynamics of the group. Change management brings in all a clear understanding of all the people, their needs, and elements necessary for change. When embraced and implemented well, it brings proper control and monitoring, permits effective communication, assess a need for training, handle barrier to change, and encourage employees to espouse changes (Dale, Van Der Wiele, & Van Iwaarden, 2013). 4.0 Strategies for Change 4.1 Behavioral Strategies Behavior is an act the get transformed depending on the factors surrounding it. People tend to show change in behavior when there are some forces from outside that makes them act in a way conforming to or against the forces. It brings in either positive or negative impact in the organization, a positive individual behavior result in delivering the best result. According to Montano and Kasprzyk (2008), employees (human) get compelled by a number of inner drivers for change. The behavior change gets influenced by personal factors as well as the environment. The management must get to know how to change the employees’ behavior as well as attitude for effective performance. The cognitive theory is of the essence in that it permits an increase of efficacy through resource provision that boost personal confidence. It must get implemented in stages for full utilization (Montano & Kasprzyk, 2008), According to Sallis, Owen, and Fisher (2008), individuals get a sense of efficacy that is strong and get to change behavior with incentives provided. It, therefore, implies that people must get rewarded so that they get to change in behavior and work to their maximum for positive results. It is the outcome that matters a lot in the organization. It calls for people in management to get the employees on board so as to get changes implemented based on the objectives of the organization (Sallis, Owen, & Fisher, 2008). The working atmosphere is as well another influence of behavior. When given a conducive working atmosphere, behavior gets transformed and allows optimum operation. The atmosphere for working calls for modification so as to provide a way for change in behavior. It entails a provision for opportunities for change, assisting in the implementation for changes, and provision of social support. There are constraints in the environment that might influence changes (Funnell, & Rogers, 2011). 4.2 Structural Strategies These are strategies that get to modify the manner in which the organization is carrying out its tasks. The strategies can get categorized so as to have culture structure, organization structure, and mission modification (Vivarelli, 2014). Culture is one of the aspects that influence the manner we pass information and the way in which we communicate with those we usually interact. In every culture, there is a world of words and meaning. Communication transforms cultures. People are symbols, and since symbols are abstract, ambiguous, and arbitrary, words are inherently meaningless. Construction of meanings is with the use of interpersonal symbols depending on the perspective and the endorsed values in people’s cultures, social setting, interactions, and individual experiences. Therefore, every culture setting has their meaning of words depending on how they use them. It, however, changes with time and generations if allowing westernization to come in and be part of everyday life. However, the good thing is that cultures restrain assertive, antagonistic behavior, providing precedence to keeping harmony. Culture brings up people who will become effective managers to be looked to demonstrate participative method. Even though maturing up, instruction of kids are in the similar cultures and will finally work in the similar spheres. People tend to mix in their cultural grouping–all because of keeping their customs and the way of life (Jones, 2010). Culture in an organization makes employees feel to be part of a bigger family. Culture brings all employees as one entity. When there is good culture, the image of the company is going to shine outside and hence impact on the company’s business in a positive manner. Employees choose to work in settings where they experience a good fit on important characteristics such as values and goals. Different cultures have varying cultural intelligence and similar emotional intelligence. It has regularly disputed that person’s cultural intelligence are the key to getting an international competitive benefit for any trade firms and that it is a crucial move toward turning one into a worldwide leader. It is through realization of all these that organizational culture is going to be a unifying element for uniformity and progress Zheng, Yang, & McLean, 2010). The arrangement of the establishment is a component that influence on structural strategies. An organization might opt to adopt horizontal, diagonal, or a hybrid of the two forms. Depending on the hierarchies and the manner in which information is going to flow, either form is going to suit the purpose. Additionally, the mission of the firm must tell a lot on the objective in a broader view. 4.3 Technological Strategies Technology is an essential component that firms must embrace for better competition in the aggressive, competitive world. It makes in organizations efficient and faster. The management must be at the forefront in embracing the use of technology in their operations. Strategies of getting latest technology are wanting. It starts with changing communication modes, way of doing work, and automating processes. For instance, an automated company gains the advantages of intelligent generation of data as required for decision making. Technology allows instant and immediate data utilization. It calls for quick decision-making processes in the management. It is a situation not possible in non-automated company. Therefore, time it takes in the generation of data and; hence, the decision-making process gets not delayed. Furthermore, automated company has the benefit of not encountering human errors. The error that arises due to human beings is not there. When there are no or minimal errors, production is maximized and meets the set standards. In a company with no automation, human errors tend to be very high causing the production to reduce when standards procedures followed. To the company it is a loss that cannot generate benefits (Molero, 2013). 5.0 The models for Change The models employed for change give direction with detail steps that an organization must get to follow. It indicates a sequence that gets followed from one point to the other in change implementation. They act as maps that give caution on the way from the present state to the future. The steps directed are not normally linear as espoused by the models as linear in reality. The models such as Nadler’s Cycle of Change, Kotter’s Eight-Step Model, and Kurt Lewin’s Three-Step Model get employed. The three models get described in detail. 5.1 Nadler’s Cycle of Change The concept provided by Nadler and Tushman (1980) stresses the need of motivation in order to get change in behavior of the employees. People get destined to accepting rewards so as to act as needed. Additionally, they asserted that there is a need to manage change through proper communication prior to change the implementation and after change implementation. It is through proper communication that change is effectively managed, and transition becomes smooth. Furthermore, the dynamics of politics in change need shaping so as to get the support for implementing changes instead of forces that turn out to be barriers. Also, the processes and structures required for change implementation must be in place so as to ensure incremental system approach (Cummings, & Worley, 2014). 5.2 Kurt Lewin’s Three-Step Model It gets characterized by three components: unfreeze, change, and refreeze. In the earlier, communication of anticipated changes is mandatory to the employees. It gets them prepared to new changes to come. The management gives the needed changes so as to get feedback of ant necessary views. In the second, changes are now implemented with people now beginning to accept the changes through adoption of new ways of doing things. The refreeze section now allows the management to lay out guidelines that must get adopted in the new system (Burnes, & Cooke, 2013). 5.3 Kotter’s Eight-Step Model The model entails eight steps that must get followed in change realization. It stresses that in order to effectively respond to gaps of opening, irrespective of the concentration — novelty, development, culture; cost arrangement, know-how — a new approach of modification guidance is a prerequisite (Mishra, 2013). Conclusion Change in any organization is essential for creating competitive climate within and outside the establishment. Effective change get realized when communication get done to all people in the company. Change models permit the organization instigates smooth procedures of change in a progressive manner that cannot create fear amongst the employees. Read More