Organizations Undergo Changes Frequently - Essay Example

? Management What the Executive Leader Must Do in Implementing Change According to Cameron (2007), change in an organization happens when the organization makes a conversion from its present state to some preferred imminent state. Managing organizational change is the procedure of preparation and executing change in organizations in such a way as to reduce worker opposition and cost to the organization while also capitalizing on the efficiency of the change determination. Current business environment demands that organizations undergo changes frequently if they are to remain competitive. Aspects such as globalization of markets and speedily advancing technology drive businesses to react in order to endure. Such changes may be comparatively inconsequential, including the installation of new software programs. In addition, changes may be major, including changing a general marketing approach. It is quite significant for organizations to change because their environment is constantly changing. Studies demonstrate that organizations are attacked by amazingly high rates of change from a disappointingly huge number of sources including top leaders and lower level workers who drive for change. Accordingly, external pressures come from changes in the legal, competitive, technological as well as financial environments. Changes in an organization may occur because of difficulties being experienced by the organization. For instance, in this case, it is noted that the manager of the organization was going through a significant number of challenges for the past one and half years because of financial crisis. Therefore, this leads to main reductions throughout the company and this comprises high turnover, usage of outdated software applications, and a lower level of morale of workers. Unfortunately, every time the remaining executives plan to do a re-organization of the jobs and responsibilities within the company, many workers resign. In order to overcome this disappointment and problem, the executive leader has a great role to play to ensure the remaining workers accept change within the company. The main problem that is being experienced in this organization is the failure of change as well as resistance of employees to accept change. In most cases, the reasons for this resistance to change is that change always appears frightening to a significant number of people, which makes it hard to gain their backing and dedication to enacting changes. An executive leader attempting to implement a change – no matter how small – should anticipate experiencing some form of resistance from the organization. Research shows that resistance to change is an ordinary response from individuals who have become used to a particular way of carrying out their activities. However, some conditions or strategies can argument resistance. Therefore, to achieve or have a successful change within an organization, it is essential to motivate groups, people as well as the organization as a whole. Motivation is the influence or force that causes people to act in a certain way. Singer and Van Cott (2009) demonstrate motivation as comprising dynamism, direction, and sustainability. Therefore, the executive leader in this organization will have to develop the capability to influence the employees concerning the intended change for the organization. This is because the ability to influence is founded partly on the leader`s skill and partly on the motivation level of an individual worker. It has been noted that analysts of motivation comprise job satisfaction, perceived equity as well as the dedication of the organization. According to research, motivating others needs experienced managers who are in a position to organize and offer a motivating surrounding (Singer & Van Cott, 2009). For instance, such a leader must be able to communicate efficiently, respond to workers` questions, produce innovative notions, prioritize ideas, direct workforces activities, consolidate workers actions, dedicate workers to action, and offer follow-up to overcome motivational difficulties. The executive leader must develop a work environment that stimulates worker motivation. A leader has the role of planning, shaping and implementing work procedures in a multifaceted organization. The complication reveals unceasing changes in technology, transformations in personnel demographics and the desire for faster decision making, and establishing the ability to constantly implement and change. Therefore, it is because of this that the executive leaders must aim at establishing an environment that stimulates the motivation of the employee. Another thing the executive must do is to develop a rewarding culture within the organization. It is noted that organizations attain desired results through reimbursement and rewarding attitude that acknowledge workers for the accurate performance. Gratifying change determinations illustrate the significance of and desire for change along with leaders` comprehension that the things that are rewarded are completed. Nevertheless, unsatisfactory results are the outcomes of rewarding workers for performing what the organization does not desire them to do, or failing to reward the right conduct. An operative reimbursement and reward attitude put into consideration the self-motivated nature of the change inventiveness of an organization while permitting the organization to develop and traverse its critical course. Research concerning reimbursement points out that an integrated reward attitude sustains every step of change creativity in an organization. Therefore, despite the financial crisis the organization may be experiencing, it is vital that the executive leader finds ways that he can recompense and reward workers if the organization has to move to a higher level in terms of performance. Reward and compensation will help raise the morale of the workers, which has been said to be low. In addition, the executive leader must promote teamwork within the workers in the organization. Statistics reveals that there are various benefits that come with working as a team. This includes accomplishing more than anticipated than it is by working independently. A significant number of organizations are currently employing teamwork to achieve organizational activities in reaction to severe challenges postured by an energetic international economy. In order to achieve the goal of implementing change successfully within the organization, it is crucial that the executive leader effectually manages teams and structures task groups in manners that support cooperation. The significance of teamwork is to enable those individuals with diverse abilities and expertise to share and interact in ways that constructively challenge each other`s concepts. It is through such sharing that will enable the executive leader to make right decisions that will help improve the organization including acquiring new or updating software. Social networks have dynamic influences on the performance and sustainability of the team. It is noted that groups that involve solid formation of associates within their social system have the tendency to achieve objectives more often and stay together as a group for a very long time. Therefore, by the executive leader promoting teamwork, he or she will be in a good position to implement and reorganize the organization successfully. This is because the team will have an opportunity to contribute of share their ideas towards the change intended by the executive leader. Another thing the executive leader needs to do is to implement the education and training process within the organization for the workers. This is because the reason why some workers resign during change implementation may be lack of enough education and training, which entails the responsibilities assigned to them. Education and training are always intended to enhance performance within an organization. According to studies, education and training are based on response and communications developed to increase or take full advantage of a worker’s strengths and reduce weaknesses, leading to enhanced performance because of greater awareness. Cameron (2007) suggests education and training abilities allow leaders to question the status quo, handle situations from new perspectives as well as permit others to make and learn from mistakes. Training and educating workers makes them expand their renewal capability and flexibility, which has a positive effect on the victory of the organization. Training and education motivate workers to do their best, stay future concerned, and vigilantly expectant, and seek vital associations and networks that improve collaboration and great outcomes of the organization. Therefore, the executive should ensure that education and training are the first things to be done for workers within the organization before making or implementing any change, whether in responsibilities or technological changes. This will improve the skills of the workers and make them feel that they are part of the organization. It is unfair to introduce change of any form without first analyzing the abilities of workers concerning the necessary roles that may be assigned to them. In addition, the executive leader has to implement effective communication before making or implementing any change within the organization. The change intended should not come as a surprise to workers. Abrupt changes make employees feel unappreciated and think that their future is not in that company and, thus, decide to resign from the company early before they are removed. Leading change demands the use of a diverse set of communication techniques to deliver suitable messages, solicit opinion, develop readiness for change together with an intellect of determination, and inspire receivers to take action. This implies that leaders must take the responsibility of communicating to the employees the dangers of sticking or remaining in the same position or using same techniques day in day out. They should also emphasize the benefits of taking up change and a profoundly diverse future through effective communication. Therefore, communication should be regular and wholehearted at all times. Apart from improved communication, it is vital to involve other people in all processes of the organization. The involvement of workers in organizational major decision-making processes increases their contribution into decisions that influence their welfare and the performance of the organization. Research affirms that worker involvement has a positive effect on change execution and production of the organization. In particular, resigning control and permitting workers to make their contributions to decision-making result in productive outcomes. In most cases, those workers permitted to take part meaningfully in change are more dedicated to its victory because their relevant contributions are incorporated into the change plan. Therefore, by the executive leader following the above-suggested activities, he or she will be in a better position to implement change without other workers resigning. Rather, such workers will be motivated to ensure that the organization is developed to its best. References Cameron, K. S. (2007). Techniques for making organizations effective. New York, NY: Agathon. Singer, J., & Van Cott, H. (2009). Enhancing organizational performance. Washington D.C: National Academy Press. Read More