Organizational Change & Its Management Is Necessary - Essay Example

? of the of the Number Persuasive Paper: Organizational Change & its Management is Necessary Organizational Change & its Management is Necessary The old saying, “the only thing constant in the world is change” has never been as prominent as it is in the present days. Some of the eminent authors have stated that change is necessary for development and growth. Similarly, change in organizations must be a constant process to ensure development. However, it is also important that the process of change implementation is managed properly. Organizational change management is a structured approach by which companies administer the entire process of change implementation. It also makes sure changes are successfully and smoothly implemented. Before going into further discussion about the necessity of change in an organization, I would first like to discuss some points about the driving factors of change. Some of the major driving factors of change are detailed below: - To satisfy the changing need of Customers: - The needs of customers have always been dynamic in nature and keep changing with time. Therefore for a company to constantly meet the customer needs, it needs to bring changes to its operation system (Havaldar 116). To maintain a competitive Edge over the rivals: - For an organization to sustain and get success in the market place for a longer period of time, it needs to have an edge over its rivals. This is only possible, if companies constantly bring changes and innovation into its system. Internal environmental Factors: - The internal environmental situations of the organizations act as one of the major driving forces of change. The internal environment of an organization includes people, events, system, structure and internal conditions which are controlled by the company. The internal factors play a crucial role in influencing organizational activities. Hence, when the management feels certain areas are not doing well or fitting to current situations, an internal change is initiated (Raoprasert and Islam 35). External Environmental Factors: - The external environment factors are the strongest force for an organizational change. The external factors are those which remain beyond the control of the organization, such as the economy, competition, market demand, customers, societal and political condition, and the common resources. It is imperative for an organization to continuously monitor and complies with the external environment and sometimes to match with external environment organizations need to change (Sisaye 82). Considering, the current business scenario, I believe an organization should constantly make changes into its system of operation. In addition, organizations at times are also required to make changes in some other elements of the business. For example, there can be changes in the form of new product development, new promotional strategy or implementation of a new performance management system of the employees. I strongly believe that, for an organization to get success in the market place it constantly needs to bring some form of modification to its current state. The present business environment is characterized by constant technological innovation and globalization. These factors also forces organizations to make changes in their operation. However, it helps them to conduct business which matches with the recent trends and comply with the requirements of the customers and employees. Some of the evident examples of organizational change are adaption of social media for the purpose of product promotion and adaptability of mobile. There have been constant debates over the fact whether organizational change is necessary or it depends upon the management’s wish. Additionally, there have been also debates over the need of managing the implementation process. In this context, several scholars believe that organizational change is not a necessary element of business and organizations should try to minimize the rate of change. Moreover, the employees of most of the organization believe that change is not an obligation; rather it has a negative impact on the whole organization. There have been several reasons for which employees in an organization feel that change is not necessary (Coghlan and Rashford 79). However, in this respect, I strongly disagree with them who believe change is not a necessary element of business. In my opinion, change is only factor which helps in the development of a society. Likewise, change in organization is necessary for its growth and development. Apart from growth, I believe change brings new systems and thinking within the organization. The present business age can be dubbed as the age of intense competition and hence for an organization to sustain, it is important that they comply with the requirements of the business. The needs of customers have also become dynamic in nature and therefore to satisfy their needs it is important for the organizations to embrace constant change. In this fast moving business environment, change is essential for the business houses. However, failure to implement changes would force companies to lose their competitive edge over the rivals. As a result of this, companies will also face difficulties in meeting the needs of the consumers (“Richards”). Apart from all then aforementioned benefits of change in an organization, some of the additional benefits of implementing change in presented below: - Increased Productivity: - A properly implemented change help companies to improve their productivity. For example, implementation of a Point of Sale system in a retail outlet will allow a company to serve more customers. Growth opportunities: - A successfully implemented change offers various growth opportunities to a company. For example, a company starting online will allow them to target customers from around the world, thereby providing a growth opportunity. A group of people also exists who believes organizational change is necessary but do not requires any kind of supervision to implement that change. They believe that once an initiative has been taken, the intended change will be automatically put into practice. However, I again strongly disagree with the fact that implementation of change do not require any form of supervision. I can validate my point with some of the general example on why change management in an organization is necessary. One of the biggest obstacles of implementing any change within the organization comes from the employees. In most of the cases, it has been found that employees sturdily oppose new things in the organization. I found that some of reasons for which they oppose the changes are as follows: - Uncertainty: Employees tend to get anxious and nervous about the changes in organization as they feel that their job security will be threatened and doubts on their ability to meet the new job requirements. This is primarily because of the fact that the internal emotional control of the employees does not allow them to recognize and honor the change. Threatened Self-Interests: A number of imminent changes within the organization threaten the self interest of some of the employees. For example, a hierarchical change may diminish the power of a manager. In the similar way, a technological change in the organization may threaten managers, who do not possess technical knowledge. Different Perceptions: One of the strongest reasons for employees resisting change is the different perception of people. For example, a departmental manager may recommend some changes to the management on the basis of his/her assessment of a situation. On the other hand, other departmental managers may feel that these changes are not necessary and hence they will strongly resist it. Feelings of loss: There are certain changes which involve alteration of working arrangements. Such kind of changes may disrupt the current social network of the employees. Since social relationships are vital, most of the employees within the organization will highly resist such kind of changes (Griffin 410). The above facts clearly portrays that there can be several reasons for opposing a change and failure to manage those opposition will cause difficulties for the organization to put the changes into practice. Therefore, it can be concluded that management of the change implementation process is necessary. I have a strong belief that proper management of a change provides several benefits to a firm. One of the benefits is the reduced cost of implementation. If there are high oppositions for a particular proposal, management can be the appropriate solution to the issue. On the other hand, if there is no management, there can be destructive or negative outcomes. Apart from that I have also seen that companies which believes in proper management of change, continues their operation with less uncertainty and allows them to be more agile. Along with that, I believe that supervision of a change implementation process not only ensures that the new system is put into practice, but also increases inter-departmental coordination. There are some external benefits as well, one such example is the continence of customers. For example, if a retail shop inaugurates an online shopping platform, customers will have the flexibility to carryout transactions from their home. Hence, the above points made by me clearly validates that management of the change implementation process is highly important for an organization. On the basis of the findings and discussions of the study, I can conclude that change is indeed a necessary element of a business and similarly management of change is equally important to ensure that the changes are implemented successfully. Works Cited Coghlan, David., and Nicholas S. Rashford. Organizational Change and Strategy: An Interlevel Dynamics Approach. London: Routledge, 2006. Print. Griffin, Ricky. Management. 8th ed. New Delhi: Dreamtech Press, 2005. Print. Havaldar, Krishna K. Industrial Marketing: Text and Cases. 2nd ed. New York: McGraw-Hill Education, 2005. Print. Raoprasert, Tanachart., and Sardar M. N. Islam. Designing an Efficient Management System: Modeling of Convergence Factors Exemplified by the Case of Japanese Businesses in Thailand. Berlin: Springer, 2010. Print. Richards, Leigh. “Why Is Change Important in an Organization?” Smallbusiness. Hearst Communications, Inc., n.d. Web. 25 Feb. 2013. Sisaye, Seleshi. The Ecology of Management Accounting and Control Systems: Implications for Managing Teams and Work Groups in Complex Organizations. West Port: Greenwood Publishing Group, 2006. Print. Read More