18 August 2008INTRODUCTIONIn the global environment, challenges faced by the companies are rapidly increasing. Some of the challenges include organizational culture, organizational change, workforce diversity, discrimination, work stress etc. The importance or need for strategic change is briefed. The relevant management theory is discussed and the famous Kurt Lewin’s Change process is explained with McDonalds change to technology as reference. The possible outcomes of the change programme at McDonalds technological up gradation are evaluated using Lewins three step process of change management. A manager's efficiency and effectiveness improves with strategy planning.
Finally, the transition in challenges and managing them are discussed and concluded. Organizational culture: When one wants to change an aspect of the culture of an organization one has to keep in consideration that this is a long term project. Changing corporate culture is very hard and employees need time to get used to the new way of organizing. Changing an existing culture will be even harder to change. Organizational Change: Change has become a way of life for most organizations. Pressure from increasing competition, globalization, technological developments, and other forces has created an environment that rewards an organization that are capable of identifying trends and issues and responding quickly to them.
Change is the only permanent thing in this world and when organizations change there are many forces of resistance against the change and culture is one of the important forces of resistance. HRM Techniques play a major role in changing the organizational culture. The major Interventions used in bringing a change include Human processual, Techno structural, Socio technical systems and organization transformation. The various HRM Techniques include Action research, Organizational development, Sensitivity Training, Survey Feedback, Process Consultation, Team Building, Inter group development, Appreciative enquiry. Managing Diversity: (Workforce Diversity is the concept that organizations are becoming more heterogeneous in terms of gender, race, ethnicity and inclusion of other diverse groups. ) Demographic changes (women in the workplace, organizational restructuring, and equal opportunity legislation) will require organizations to review their management practices and develop new and creative approaches to managing people.
NEED FOR CHANGEChange is inevitable in the life of an organization. In today’s business world, most of the organizations are facing a dynamic and changing business environment.
They should either change or die, there is no third alternative. Organizations that learn and cope with change will thrive and flourish and others who fail to do so will be wiped out. The major forces which make the changes not only desirable but inevitable are technological, economic, political, social, legal, international and labor market environments. Recent surveys of some major organizations around the world have shown that all successful organizations are continuously interacting with the environment and making changes in the structural design or philosophy or policies or strategies as the need be. The essentials of change include risks and uncertainties, bring challenges to the organization, may bring new business opportunities, may be used by an organization for moving its business operation to next higher state of business operations, and may enable the organization to abandon some negative cultural values, some outdated and obsolete practices.
Change can be used to raise motivation, lead to satisfaction for workers.