Managing Organizational Change Essay Sample

Abstract:

The implementation of the change is not easy as it bring many uncertainties with it because not everyone in the organization is ready to accept the change. In this paper, a scenario 0of the company is given on which it is required to suggest the organizational developmental process. The five stage process is discussed in this paper that how the step by step the managers should implement the change. After that some strategies regarding related to the short term and long term organizational goals is being discussed. These strategies recommend that for the change, communication with the employees is very essential. And in the last the impact of human resource on the change is discussed.

Introduction:

In the given scenario, it is illustrated that the company is not in a good state that it is facing loss and its growth is also declining. The most serious issue of which management is concerned is regarding the change, that whenever the company tries to implement the change the turnover rate of the company got increase. Therefore, I was asked by a supervisor of the company to analyze that what the executive leaders are required to do so that these issues can be eliminated from the company.

Organizational Development:

The organizational development is a field which contributes in the human resource management, business, organizational and industrial psychology, sociology, communication and many various discipline related to it. Organizational development is defined as the planning which is done organizational wide and manages and control the operation form top in order to enhance the effectiveness of the organization by the mean of planned involvement in the process of the organization by using the knowledge of the behavioral science (Cummings & Worley, 2014).

Organizational Developmental Process:

As the scenario of the company, the employers are going through the very tough challenges regarding the change management. For retaining the employee the organizational developmental process is a best solution for it. The organizational developmental process defines the stages which are taken for the improvement of the organization. The five stages organizational developmental process is illustrated below. It tells the certain skills of employees that tend to be implemented in the process. Each stage is dependent on the previous one so that the organization is able to sustain its position back.
(Brown & Harvey, 2011)

Stage 1: Anticipate the need for change:

Before implementing the change the first step which managers’ should take is to determine the need for the change. Manager should identify that whether the company is at disequilibrium or not. The disequilibrium is resulted from the increase in the competition decrease in the sale growth or profit. However, it is essential for the manager that he has to be sensitive regarding the change within the organization because sometime the external environment also impacts the internal part of the organization.

Stage 2: Develop the Practitioner Client Relationship

After identifying the desire for change the next step is to develop a relationship with the client. The relationship with the client is significant that the employer should do a open communication with them so that a relationship of trust should be build. Moreover, this will also build an environment of the shared responsibilities. In addition to this, the issues related to the responsibility and the reward system must also be justified.

Stage 3: The Diagnostic Phase

After building a strong relationship with the client the next step is to gather the data of the organizational system. It is very essential to gather the data because it will provide a clear understanding of the organizational problems. After collecting the data the issues which are being identified among the clients and the company then it will be analyze.

Stage 4: Action Plans, Strategies and Techniques

After analyzing the key issues the next step is the implementation of the activities and the interventions which help in solving the identified problems in an effective manner. The programs or intervention include such as role analysis, total quality management, job design, team building, goal setting, intergroup development etc. As compared to other stages, this stage require more time of the change manager or leaders.

Stage 5: Self-Renewal, Monitor and Stabilize

After the successful implications of the strategies and the programs, the final step of the organizational developmental process is to monitor the implemented changes. This stage evaluates the effectiveness of the change which is implemented in the strategies of the organization to achieve its goals and objectives. The feedback from the members of the organization such as employees must be taken so that it should be decided that whether the change should be continued, modify or it should be discontinued. These all change needs to be monitored so that, the company could be aware that the new behavior is internalized and the stabilized.

Short Term Change Strategy:

The mangers and the leaders of the organizations are facing so much pressure because of the execution of the initiative so that they could respond effectively in the competitive market (Lüscher & Lewis, 2008). With the purpose of implementing the change strategies in the short term goals of the organization it is essential for the company to communicate frequently with the employees related to the change implementations (Qian & Daniels, 2008). For the long term strategies and goals when the leaders communicate with the employee more frequently then the employees will give the positive response to the manager while interacting with them. The short term strategy of communicating frequently will help the managers in their day to day daily process.

Long Term Change Strategy:

Companies who plan to set the long term goals must set the strategies in a way that they could be able to sustain them in the longer period of time. For the successful application of the long tern strategies in the organization which are associated with the change, the organization is required to do continuously communication (Peus et al., 2009). For the long term sustainability the strategy of continues communication will reduce the chances of mistrust among employees for the organization and this also reduces the risks which are associated with the organizational change (McCabe, 2010).

Impact of Human Resource on Change:

The human resource has a significant impact on the organizational change. In order to compete with the global challenges of the organization, the companies bring some changes which are influenced by the organizational people. While the implication of the change human resource need to set their roles which match with the need of the organization. The human resource has an ability that they can refuse to accept the change. This resistance could create barriers for the change (McCabe, 2010). The change requires the employee to change their roles as well which in result change the employees’ expectation from the management. For that the managers need to build a strong relationship with the employees so that the impact if the human resource on the organization should be controlled (McCabe, 2010).

References

Brown, D. R., & Harvey, D. (2011). An experiential approach to organization development. Upper Saddle River, NJ: Prentice Hall.
Cummings, T., & Worley, C. (2014). Organization development and change. Cengage learning.
McCabe, D. (2010). Taking the long view: A cultural analysis of memory as resisting and facilitating organizational change. Journal of Organizational Change Management, 23(3), 230-250.
Peus, C., Frey, D., Gerkhardt, M., Fischer, P., & Traut-Mattausch, E. (2009). Leading and managing organizational change initiatives. Management Review, 158-175.