Organizational change Organizational change Organizational change refers to any action that leads to a shift in direction of an organization or alteration of organizational processes in a manner that affects the way an organization functions. Organizational change can be either planned or unplanned (Zimmermann, 2011). Planned organizational change refers to deliberate actions of management that aim at introducing new ideas in to an organization in order to facilitate the organization to achieve its objectives. Unplanned change, on the other hand, refers to change processes emanating from forces external to the firm and which the organization has limited control of (Hellriegel, & Slocum, 2009).
Organizations work in a dynamic environment that is characterized by rapid changes in technology, management, and developments in various aspects of the organization. Change management is the process of facilitating individuals, groups, and organizations to transition efficiently from one phase to the other (Lewis, 2011). Change management is important for any organization because it helps to improve the outcome of the change process. If change occurs haphazardly, the chances of the organization suffering from undesired outcomes is very high.
Change management also helps leaders of an organization to deal with issues such as resistance to change in good time and ensure that all affected people move on the same page (Lewis, 2011). Change management is also important because it helps the organization to marshal resources that can facilitate the change process and drive the organization towards desire results. Organizational change often requires employees and other stakeholders of an organization to move out of their comfort zone and align themselves to the new strategies and policies of the organization. Most employees would, therefore, be resistant to change do not have sufficient information about the change process.
Managers can help employees deal with organizational change in various ways including training. Some aspects of organizational change require employees to learn new skills and acquire new knowledge. Managers can facilitate this process by training the employees in relation to the impe3nding change process. Another way in which managers can help employees manage change is through engaging and involving employees in planning and executing the change process. It is, therefore, important to incorporate employees views in the deliberations about change in order to help the appreciate the significance of the change.
Including employees in change deliberations recognizes the vital role they play in the organization and therefore motivates them to welcome the change and increase their work rate under the new circumstances for the benefit of the organization. In conclusion, therefore, it is important for organizations to approach change with an open mind, engage in planning and strategizing in order to have the desired outcomes of the change processes. It is also important to incorporate all stakeholders in the planning and implementation process of any change strategy in order to manage emerging issues and facilitate the transition process.
Employees in particular have a significant role to play in the change process and cannot be left out. Leaders of an organization should use a wide range of strategies to encourage employees to accept change as a way of improving their performance. References Hellriegel, D., & Slocum, J. W. (2009). Organizational behavior. Mason, OH: South-Western Cengage Learning. Lewis, L. K. (2011). Organizational change: Creating change through strategic communication.
Chichester: Wiley-Blackwell. Zimmermann, N. (2011). Dynamics of drivers of organizational change. Wiesbaden: Gabler Verlag / Springer Fachmedien Wiesbaden GmbH, Wiesbaden.