Strategic Management for Business Organizations: Evaluating Change - Term Paper Example

Evaluating Change Evaluating change Introduction Change is one of the fundamental components of any system or institution as the dynamics of the environment that the organization interacts with also changes. Change is defined as the adoption of new ways of conducting business, interacting with stakeholders in an educational setting or the introduction of approaches to improve the status of the system, whether voluntary or involuntary (Parker, 2012). Through change, an organizations position is elevated into one higher than it previously was before such changes were actually introduced. Change can sometimes become a self-propelling process that occurs unplanned without involving the input of the members of the system. In most instances, unplanned change occurs because of the external forces that affects the operation of the institution and are in most cases unavoidable. Planned change is on the other hand intentional and made after prior deliberations to determine the benefits that it will confer to the institution (Woerkum, 2011). Assessing change While working towards implementing a planned change in an organization, there is need for embracing the past and forming a connection between the two. Execution of a change program also involves the backing and contribution of all managers and the leadership group. Giving support and reassurance to the workforces that their employment status and reimbursements will not be compromised owing to any change implementation in the business is exceedingly important. The managers of southwest airlines is obligated to take the responsibility of enhancing training, undertaking therapy and having flexible time plans to mitigate any unforeseen issues that could be affected by the anticipated changes. This generates a sense of comfort amongst the workforces and this usually makes it likely for them to adopt and accept the proposed changes with ease (Kezar, 2001). Negotiation and acceptance is the last approach that southwest airlines plant can employ to avoid any form of confrontation and objection from its personnel, which would make it hard and difficult to implement the planned change. Negotiation could encompass the use of inducements and better remuneration packages, flexible work programs and further on-job welfares. Such enticements may be important in enhancing employees acceptance and championing the changes and even supporting for its embracing ahead of other co-workers who may still be repelling the changes (Woerkum, 2011). Resistance emanating from the top especially from managers of the program often can lead to the program eventual, disruption and collapse in the end. Considering the status of the program, branch and subdivision managers will be accountable for the execution, training and development of a teaching and drill program for the workers. The program realization depends largely on the commitment and full participation of the division managers and branch heads. Nevertheless, it is normal that many in the management team will not be at ease with the senior manager’s strategy and often they may plot to disrupt it. Thus, Chan can alleviate this occurrence by mounting an appropriate tactic that enables him to gunner the backing and assurance of the managers below him (Parker, 2012). Often, participation and contribution is not only directed to the normal employees in an association, but to also all the classes of managers and departmental executives. Therefore, a program of this scale necessitates more than just their backing during the implementation stage but their profound participation in its creation. Hence, Chan should take it upon himself to work out his change plan with his management team in order to As an idea that win their support over the project idea. This is only feasible by incorporating their ideas and inputs into his plans and agreeing to compromise on some aspects as they negotiate with the team, as result, the section managers will sufficiently feel as part of the project, thus, accepting the changes (Woerkum, 2011). Gossips and insinuations describe most of the organization and southwest airlines plant cannot be exempted or excluded. Hence, any info that is conveyed through the establishment’s gossip network provokes more emotive response amongst the workers than official communications. In this case, Chang must make sure that his change program is communicated to the leaders and administrator using the official network this is meant to elude such high-ranking officers getting the information from gossip sources. As directors, information ought to pass through them directed down the organization structure to other employees and mid-level managers in the organization. Therefore, sn official channel like that will make it easy for the managers to receive and accept the program and give it due thoughts and attention once it is initiated for discussions (Kezar, 2001). Personal concerns are often claimed to be one of the main causes of change resistance in any given organization. Workforces as well as middle level supervisors can repel any attempt for change if such change is thought to interfere with their control and influence. The possibility of multi-tasking must thus be sound understood by the leaders in order to accurately pinpoint how this proposed new strategy will impact the organization and its power systems and structures (Parker, 2012). More often than not, this method is also used on the administrators who are required to gain more expertise that could permit them to multi-task in the business association. Sense security at the workplaces is also another major factor or contributor to increased level of opposition to change in case it is inhibited with and consequently brings about a challenge to the supervisor who intends to flog his change idea to his fellow managers early enough before strategizing on its implementation (Kezar, 2001). Change ought to not merely be envisioned to profit a business, increase efficiency, production and cost-effectiveness, but it must also be beneficial to all stakeholders in the organization. Consequently, the director ought to formulate an appropriate plan on how the execution of multi-skill work system will be helpful and beneficial to its staffs as well as the directors. The managers being responsible for training and coaching the low-level employees they must comprehend completely the benefits of the intended strategies to the management as well as to other employees. This comprehension will make it easier for them and their associates to receive the proposed changes with least opposition if any. Change ought not to be swiftly employed; nevertheless, it must be applied in a measured, planned and synchronized method that is all-encompassing and integrates the thoughts of everyone in the association (Parker, 2012). Administration of change in any association is a very fundamental phase that necessitates an all-inclusive methodology geared to eradicating any conceivable opposition that might disrupt it and lead to the collapse and disruption of the changes. To attain this , Chan need to attempt to embrace a specialised method that has been verified and substantiated to have consistent outcomes as far as change is concerned (Kezar, 2001). Southwest airlines had an approach of which they were following and adopting before the proposed multi-skilling strategy. In the past, this former tactic acted as the blue print of the establishments processes and enabled them to achieve and to become what they are currently based on their economic worth, market segment and the number of personnel. Hence, a manager ought to primarily endeavour to line up the objectives of the change exertions with southwest airlines policies. Lining up the objectives and aims of the change program to those in the organizational strategic proposal decreases occurrences of counteractions and rises the likelihood of the change program being a success. Top-level organization commitment will also be great in cases when the change program objectives are harmonized to the organization’s strategic plan which in turn aids the leader reduce the likelihood of his colleagues fighting the changes (Woerkum, 2011). Conclusion The implementation of change is a critical event in an organization that requires preparation for its success to be witnessed in the different quotas of the organization. At southwest airlines, the adoption of planned change enabled the organization to move from a simple American based airline to one of the major competitive airlines in the United States (Kezar, 2001). While implementing the change program, the organization was able to integrate their past mistakes, success and challenges to enable them develop a program that is prone to previous failure. This demonstrated the benefits of reflection of the past events while making planned changes in an organization that seeks to succeed. References Kezar, A. (2001). Understanding and facilitating organizational change in the 21st century: Recent research and conceptualization. San Francisco: Jossey-Bass. Parker, A. (2012). Honoring the past, embracing the future. The post and courier. Retrieved from http://www.postandcourier.com/article/20110529/ARCHIVES/305299918 Woerkum, C. (2011). Changed planning for planned and unplanned change. Planning theory, 10(2), 144-160. Read More