Understanding Organizational Change - Admission/Application Essay Example

‘Understanding Organizational Change’ Organizational change occurs when there is transition in an organization’s structure, strategies, and operational methods to the desired future state. The process involves planning and implementing organizational change in such a way to reduce employee resistance and cost implications to the organization while maximizing the effectiveness of the change. In order to remain competitive in the business environment, the organization needs to undergo constant changes. Initiatives in organizational change arise when an organization faces a problem. However, change can occur when leaders or business owners in an organization exploit new potentials (Mills, & Kelly, p. 10). In the course of work as a Human Resource Officer, the HR department had the mandate to cut down costs in the organization. Auditors received an invitation to do a personnel audit of the entire organization. The result was that several positions within the organization were duplicating work. The management decided to merge the roles. This meant that the HR department had to lay off some employees. It was difficult to determine the employees to lay off and the ones to retain. The other way the HR department decided to cut cost was to sublet part of the office space to pay facility costs. This meant that employees had to share desks. In addition, the management decided to eliminate non-performing assets, for example, the underperforming installations that had high maintenance costs. The management performed well using some techniques that aided in managing the change effectively to minimize resistance. The initial step was to educate and communicate to the employees on the changes in the organization. The purpose was to make employees informed about the nature of the change in the organization and the logics behind the change. Another component the HR used was to invite employee participation and involvement in the process of change. The managers availed themselves to explain and minimize tensions and stresses within the employees. Additionally, the management offered employee incentives to ensure they took ownership for the new roles and responsibilities. One of the things that the organization could have improved on is how to communicate to employees about the change. Firstly, the management needed to communicate early through a clear communication plan, for instance, town hall discussions. Additionally, the management could have had a discussion with individual employees. This could have made the employees understand better with the changes and if one needed further explanation, the management could clarify on the concern. In addition, putting people in groups ensures that they discuss and brainstorm on the issues of change. The management could have used reports or memos to communicate the message. Moreover, it could make the goals and objectives in regards to change clear, transparent, and the reduction of costs in all parts of the business. The management needed to avoid procrastination because delays cause uncertainty. It was important to create and implement a detailed program. The laid off employees needed to be supported through guidance and counseling. Managers need training as well, so that they can handle difficult situations and assist the retained employees. The management needed to have a well thought process that anticipates employee concerns. In addition, they needed to develop a set of guiding principles and rules in the organization on de-selection before implementing the change. Change is inevitable in any organization and there is usually some form of resistance in its implementation (Mills, & Kelly, p. 23). This is because it is difficult for employees to leave what they have been familiar with for a new change. In addition, they may fear that they will not adapt to the new change. Change helps the organization stay current with the industry trends. This makes the organization to be attractive to the potential customers and help maintain the current ones. For example, when a competitor launches and markets a new successful product, a business can ensure it does not stay behind by marketing and introducing the same product of its own. Change can enable an organization foster an environment that encourages innovation. This helps employees think creatively that helps in the growth of a business. Change helps in creating new opportunities. If an employee learns a new office system, they can train others and in return, the employees may position themselves as capable to handle additional responsibilities (Mills, & Kelly, p. 37). Change increases the efficiency of work processes. This can make customers as well as employees more satisfied. For example, a new delivery process means a customer receives merchandise faster. Moreover, a new machinery can aid in the speeding up the production process. Change can also have a positive effect on employee attitudes and morale. On the other hand, change can make employees feel less optimistic about their professional future in the organization. This mostly affects employees if there is no communication regarding the change. Change causes a disruptive work environment. This is because the employees who resist change may cause commotions in the organization. They may spread the same negativity they possess to other members, thus influencing them to behave in the same manner. Lastly, change may cause lack of efficiency by employees spending more time focusing on resisting the change and ignoring the daily tasks. This affects the performance of such employees in a negative manner. In conclusion, change is part of the business and the organization needs to prepare the staff and managers for the changes that are to occur in the organization. The management should develop prior plans to handle the change effectively by having processes that help the employees embrace change. Early communication is important because employees need to prepare themselves for the new change. The organization can mitigate the effects caused by the change among the staff members in many ways, therefore finding the suitable ways to handle it in a manner that fits the organization. The organization may have staff discussions in which employees can air their grievances in regards to change and providing extra resources and training to help staff adapt and feel comfortable with the changes. Work Cited Mills, Jean, and Kelly Dye. Understanding Organizational Change. Abingdon, Oxon: Routledge, 2009. Print. Read More