Properties of innovative organizations and factors for successful change - Essay Example

Management Task: Management Change causes uncertainty in organizations, as the employees have no knowledge of what will transpire. Change has become inevitable since the business surrounding is changing rapidly. Accordingly, any organization that fails to align its operations, structure and strategic goals to the changes is bound to fail. Implementation of change is tricky since it may have counterproductive effects. Therefore, entities have to enact measures to ensure that change benefits the organization rather than destroying the gains achieved.

This is imperative since employees suffer severely due to uncertainty. Change has enormous psychological implications on employees. Therefore, for implementation of this process, it is essential that an entity should undertake certain measures. The above measures will ensure reduction in resistance towards change. This write-up seeks to evaluate factors that can facilitate implementation of change effectively (Yukl, 2010). First, it is vital to inform employees of the impending changes. Informing employees of such changes will ensure that employees are psychologically prepared.

Failure to inform employees would result in enormous resistance since some of the employees would view it as sabotage. Awareness will enable employees digest the implications of the impending changes as such they will have time to adjust. Conversely, rapid implementation of change may culminate in disorientation of employees. Countless employees can suffer from stress. Such a condition would affect the workforce’s productivity negatively (Yukl, 2010). Overall, informing employees is vital in change implementation since it allows the employees an opportunity to accept and adjust accordingly.

Organization enacting change should also integrate employees in implementation of the change (Robbins & Judge, 2011). Inclusion of employees enables them to own the impending changes. Once the workforce owns the process, it is easier to undertake this process. Conversely, if employees are excluded from the implementation process, they will feel threatened. The threat of change and uncertainty will generate resistance. Resistance will be an enormous obstacle towards the implementation of change.

With workers opposing change, the process may drag on increasing cost. Increase in cost will be counterproductive since it eliminates the gains that the process would yield. Overall, integration of employees is crucial since it enables the entity to harness its internal resources in effecting change. Most people perceive that change primarily emanates from outside the organization. However, efforts to integrate employees would enable employees to be an internal force driving change from within the organization.

Overall, integrating employees in the process does not only guarantee acceptance but the urgency in implementation (Robbins & Judge, 2011). There are certain properties that an entity may possess enabling ease in transformation. First, such an organization should have a committee that coordinates implementation of change. The committees will enable proper communication between the management and employees. Such committees will eliminate the notion that change is a management agenda. Secondly, the management should lead in the implementation.

As such, the management should not only lead through policies but also through their behaviour. The managers should act as role models. Management acting as a role model is an exceedingly effective characteristic that may enable an organization to implement change. Overall, effecting change is a tricky process that succeeds if employees become an integral constituent (Robbins & Judge, 2011). References Robbins, S. & Judge, T. (2011). Organizational Behaviour. New Jersey, NJ: Pearson Education. Yukl, G. (2010).

Leadership in Organizations. New Jersey, NJ: Pearson Education.