People and Organisations Introduction on Change, discussion of issues, evaluation and recommendation for the CEOs Ahmed almaamari “Change is one of the few certainties in life”. Organisations have to adapt to change. But change is not easy to realize. It is the people within an organisation who are supposed to change themselves in order to bring about a positive and visible change in the organisation (Snowden, D. J. 2002). This report is intended at discussing the change as a process, the change management, the theoretical framework in which the change can be studied and managed in the organisations.
The people as the prime factor of change in the organisation have been kept under special focus. Change has also been reported in this paper as an instrument to improve efficiency, productivity, and quality and customers satisfaction. There are too many buzz words in the business world that aim at describing the change in people and change in the organisations. But this report restricts itself to the objective definition of change only. Change and its management through the people in organisation While defining change management it is necessary to understand its meanings.
This is actually a structured approach that is meant on the transition of individuals and their teams within the organisations from a status quo to the futuristic goals. The change management suggests that controlled manner is adopted for bringing about and promoting the change within the organisations. There is always a pre-defined or pre-determined framework of change that is religiously followed with a reasonable space for changes and flexibility. In the change management the people have to be given the central place.
Because people are the most critical factor that have to accept or reject the change and have also to move foreword with the changed circumstances for the desirable futuristic goals. The major decisions that have to be made before a change management framework is decided for adoption in an organisation are given as below. First of all the organisations have to decide about the level of the organisational change. There are generally for levels of organisational change to decide about. These levels have different circumstances also to see whether such a decision is to be made or not.
Decision making levels discussed The first level comes at the stage when clear cut futuristic strategy for the goals and objectives has to be decided about. The assumptions about good and bad are made. Alternate scenarios for the businesses are made. Possible strengths are determined. Mission statements are revised. At second level the organisations through heir people decide that what sort of business has to be the core business within the organisation. This is decided according to the core competencies of the organisation and their people’s skills and propensities.
This level is decided on the basis of predictions only. Usually the CEOs decide about such matters. Usually the (SWOT) strengths, weaknesses, opportunities and threat analysis are done before taking change decisions at this level. At third level the structural changes are decided. Some times independent actions are taken. Modest improvements are made in the productivity, efficiency and quality production process. But again at this level of change management, the people are centred for the change implementation.