Managing Organizational Change - Research Paper Example

? ID Lecturer Managing Organizational Change The situation within the organization is such that wholesale changes need to be incorporated. And this can only be done when organizational change is made an important undertaking within the related scheme of things. It will enable the executives and leaders to comprehend where they are going wrong and what corrective steps need to be taken to bring about that vital change. Body Having a proper organizational change setting in place will also set the ball rolling as far as the significant talk to cutting down on expenditures and making the best possible use of the resources that are available to the organization at the present moment in time. The need is to understand that there should be a proper guideline or frame of work which will solve the quandaries of the employees and employers alike. It will also tell them which alternatives are present to make sure success remains the middle name of their organization in the long run. Having an understanding of proper organizational change solves quite a few problems that mar the very basis of an organization. It tells the people what is expected out of them and what the employers are ready to undertake no matter how difficult or tough the circumstances and conditions turn out to be within an organization. There is the eventual discussion of the organizational change which comes about whenever there is the understanding required of an organization and how it wants to achieve success at the end of the day. The executive leaders have to make sure that they understand the concerns of their employees as well so that the high turnover rate comes down and the problems attached with their workplace manifestations are also lessened considerably. This shall help them at understanding the nuances which are related with their personal growth and development over a period of time. These concerns will always make the employees feel good about their own capacities and manifest more dedication towards their respective domains (Soparnot, 2011). The executive leaders therefore have a very quintessential role to play within the related midst of things because they are the ones who call all the shots and they have to be answerable to each other on the same tier as well as to the owners and stakeholders of the organizations who have invested within them for so long. Perhaps it would be a good exercise to bring in the change smoothly. This shall make the entire process an easy one and put the crux of the exercise safely within the grasps of the people who are ready to undertake such a change for their own good. This change element within the domains of the organization could be handled if there are proper mechanisms in place and which look to provide the remedy for the quandaries that employees find themselves engulfed in every now and then. It is important that these employees know what they need to do in order to remain satisfied with their jobs. This will make them feel secure with the jobs that they have got and not try to hop on every opportunity that they can get. An organizational change setting that does not bring in a sense of optimism within the workplace realms is indeed a classic case of failure (Douglas, 2009). This is because organizational change has to happen smoothly and without any hindrances whatsoever. It makes the task pretty easier if things are handled in a proactive manner rather than something else. Also the organizational change should be such that the employees are told about the change beforehand because no employee appreciates the idea of changing every now and then. It has been a fact that change is a constant factor that takes place almost everywhere but since it is something that is seen as undesirable, it takes sheer resistance on the part of the employees regularly. In order to make sure that the organizational change is successful, it is imperative that this change is backed up with improving the morale of the employees because this will ensure that they remain satisfied with their respective work tasks and embody the basis of success as long as they work for the organization where they are employed. Raising the employee morale is not an easy task as it requires proper planning and incentives to come their way. Also the employees need to be told that they have to remain on their feet with the result that they will be given bonuses, incentives, higher salaries, designations and other perks and privileges. One must understand that these are serious attributes that come attached with the morale discussions of the employees and should always be treated as such. The impacts of resources that are available within an organization are severely significant nonetheless. This is because they have to find out the basics related with the organizational change and how this change is going to showcase better employee morale and more dedication at the end of the day. It would also mean that the employees remain satisfied with what they are receiving in terms of the resources and how contented they are in knowing the fact that their resources are being well-equipped nonetheless (Maes, 2011). The resources’ discussion is always an important one because it tells the employees beforehand how significant they are for the sake of the organization and what measures need to be taken to make sure that they become important with the passage of time. This indeed is a symbiotic relationship which should always be encouraged and supported across the board, at all levels. In the end, it is necessary to comprehend how sound an organizational change strategy would work for the sake of the organization under question. If this is proper and within the frameworks as has been suggested and decided upon, then this will mean serious success for the employees who are working at different levels as well as the employers who seek retention of their employees and better usability of the available resources at their disposal. References Douglas, T., 2009. Organizational change capacity: the systematic development of a scale. Journal of Organizational Change Management, 22(6) Maes, G., 2011. Toward a Dynamic Description of the Attributes of Organizational Change. Research in Organizational Change and Development, 19 Soparnot, R., 2011. The concept of organizational change capacity. Journal of Organizational Change Management, 24(5) Read More