Changes in Business Organization Essay

Organizational change is a natural process. Change is inevitable. Change relies with the time, situation, competition and the market environment. Organizational Change is a process guided by the environment. Organization needs to change its structure as well as the system to meet the goals and the mission. Basically, Organizational change is in subject to organization structure change, as just opposite of smaller changes just like recruiting a new employee, modifying and altering an equipments and machineries etc.

Organizational structure change can be included a change in vision, mission and its strategy, restructuring business processes, change in the way of operations, introducing new technologies, company mergers and acquisitions, commencing of major collaborations, rightsizing, practicing new management theories and approaches, Change in organizational behaviour and the practices etc. Organizational transformation is also can be taken as an organizational change. Organizational change is not so difficult process as it required by the time and management to structure or navigate.

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Organizations try to curve the rules, laws and the strategies; organization expects stakeholders to hold the change because an organization like change or it is fighting to overcome the current troubles and the failures. When organization planning to change its structure, they are well prepared and it never make a poorly-structured change. It is by nature that the poorly structured change fails and a well-structured one succeed. However the well structured change fail due to the poor communication system and it leads to fail an organizational process in long run.

Sometimes also it happened that the badly-structured changes excellently executed, with the result that no one changes. Human behaviour and its nature is very complex and they are generally reluctant to change. Human being does not want to resist the change as they need to adopt the changes. Organization change is mostly lacking of the clarity and the strategies for the change. Organization develops the strategy but it is generally somehow difficult to execute in a long run as it needs to face the various difficulties and barriers in long run.

In the industrial history, most of the organizations became a victim of unfair changes in its structure and the strategies. So, people do not easily accept the changes in the system and management process. Organizational change is overcomplicated by worst execution. Change principles are simple to know but it’s not so easy to adopt. Being the management students we should concentrate and focus on Organization design and development principles on behalf of Human Performance Improvement.

Organizational change also needs good leaders to give continuity in implementing the change in long run that company keep achieving its success in future. Better identification and selection of the potential leaders sequentially help members the top hierarchy of organizations with those who are by position emotionally and mentally liable to produce change. Successful change management plans and strategies require not only an awareness of personal behaviour, but also needs an environmental as well workplace evolutionary trends. Many organizations only believe half the picture and keep depends on historical facts of successes.

The organizational environment trends they are seeing do not have factual context, thereby this method will reduce many possible solutions that previously may have worked. In my opinion, most of what I believe with reference to change, it hasn’t changed over the years. I don’t think that organization is successfully adopting the changes it is only restructured, modified, improved upon, etc. Generally if an organization define the objective of the organizations, it needs to train its employee, needs to communicate at all levels of management expectations.

Change must be clearly concerned to an important, strategic business objective, else management attention will diminish. Developing a obvious, attractive sound bite that elaborates the behavioural change allows stakeholders to remember the new behaviours. Communication, on the other hand plays a most precious role while changing the structure of an organization. Organization by law can’t communicate enough or talk to enough people. Most of the organizational employees are rather satisfied with the status quo.

Organization also cannot communicate too much in portion. Change has measurable goals so that an organization can track and communicate its work in progress towards the set goals and entire objectives. To successfully implement the change process an organization must have meetings at least once a week or by month including all concerned organizational members will be impacted by or are driving the process together in the same hall or a room. Change process must be transparent that every staff members liable to know the progress report.

Significant organizational change occurs within an organization when an organization changes its overall goal, strategy and the way for success, adds or removes a major section or practice, it also occurs when an organization wants to change the very environment by which it operates. Organizational change also occurs when an organization develops through various life cycle just like organization must significantly develop through life cycles. For organizations to develop, they often must experience significant change at various ways in their development.

Leaders and managers continually make efforts to accomplish successful and significant change; they are keys to change process. Change is natural in their jobs. Some of the organizational managers are very good to work in changed environment that they easily adopt the changes and some managers have to struggle more. It is because of the difference between their thinking, practices and beliefs. Successful organizational change is complex as it requires the changes in all level from bottom to top. Change is like trying to change a personal thinking and habit.

It is quite difficult to change their habits as they have already been practiced in existing condition. So, they resist changing. There are various approaches to change is in organizational practice. Some of the approaches are planned, clear, and structured, while some of the change approaches are raw, unclear, and unfolding. Organizational change approaches are somehow different, some of the change approaches work from the future to the present and some of the approaches focused on the present to future. Organizations adapt changes in their business environment will create a better opportunity to achieve its mission and goals.

As per the cost benefit analysis and the risk assessment principles organization rarely change their entire organizational structure. Organization changes its whole hierarchical structure if it is merely required by the business environment and influenced by the external forces. Organization often focuses on the change in its strategies rather to change the structure. The changed strategy is more cost and time effective than changed structure. Structural change requires more resources and it needs total alteration in the organizational system too.

The small amount of alternation in the system is also referred as a change. Structural change is long term process that it needs a total support of the employee and the stakeholders and top management as well. Basically, structural changes of an organization are guided by the external environment of business. Political, Economic, Socio-cultural and Technological environment are the main forces that enforces an organization to change its structure. Competition and the strength of the similar organizations directly affect the sustainability of a company.

The management practice, organizational structure, beliefs and implied principles may differ from one organization to other. The management structure must meet the customer requirement in competitive market for the survival in the industrial environment. To meet the customer requirement and their needs organization must analyze the PESTEL environment. For this condition, it needs a change in organization practice. “If the theory does not meet the facts, then change the theory”. Management experts believe that the management theory does not fit in every business organization.

So, theory and practice can also be changed to sustain in the market place. To recognize the market conditions that will be outstanding to affects organizations to alter not only their system and strategies, but also their organizational and hierarchical structures, an organization need to be used a model-based design process to design organizational mission scenarios that were either be similar or contradictory. Basically, organizations are subdivided in two structures divisional and functional. Organization should change its structure according to its function as well as division to achieve its mission.

Organization can never be avoided the beliefs and the feelings of people as they are the primary stakeholders of a company. People by nature are reluctant to change. Change is not easily accepted by the people and it is not by nature. Organization must understand what people think about the changes. Change in pressure and in an autocratic way does not give a good result as it merely creates a conflict and organizational disputes. Organizational Change should not be done for the need of individual perception and beliefs. Change needs a strategy to achieve overall goal of an organization.

Generally, organizational change is incited by various major driving forces, e. g. , identification of potential new markets and new customers, substantial cuts in funding, increase in the organizational profitability, productivity, goodwill, market share etc. Organizations should adopt the organizational structural change to develop different phases in their life cycle, just like that stationeries to Sports centre, Simple hut to restaurants, guest houses to hotels. Organization should introduce the new structure by changing its goal, values, beliefs and the mission itself.

Exactly, there are strong resistances to change. People by nature are afraid of the uncertain future and unknown business outcome. People are by nature reluctant to change and they think the current systems and overall things are already just fine and doing well and they don’t recognize the need for change. Most of the people are essentially pessimistic about change, especially, the old employees of an organization who were serving an organization from long time they do not resist change as they are easily access the current working environment and the situation.

Change is somehow a risky process. Successful change needs the huge contribution and the involvement of top management, including the board of directors and chief executive officers. Generally, there’s a defender who primarily initiates the change by being thinker, influential and steady. A change negotiator function is typically accountable to interpret the idea to a sensible plan and carry out the plan. Change is typically most excellent carried out as a team-wide attempt. Communications about the change must be common and with all organization employees and members.

To give continuity in change, the structures of the organization must be modified, including organizational policies and procedures, strategic plans, and organizational process. This change in the hierarchy of the organization usually includes change and refreezing process and unfreezing itself. The best methods and ways to overcome the resistances are through communications and education. The organization should conduct a training campaign and the induction classes about the changes. The people are resist because of they are lacking knowledge about the change and its effect.

The seminars and classes will lead manager to know about the individual behaviour and their preferences about the changes. For example, the change manager and the negotiator should meet with all the managers and its staff to explain the needs for the change, reason for the change and the advantages of change in future, he should clearly mention them that the change does not affect their current status and will benefit to them as well, he should also need to explain that how change generally will be carried out and where other people should go.

A plan must be prepared and communicated throughout the people. Plans do change. Before changing the organizational structure and system, it must be communicated throughout its concerned people. For this communication, their feelings will give a actual guidelines to the organization and leads to know about the frustration of them as well. Systematic change requires a long time for the implementation. Change needs a research in depth, business environment analysis, excellent knowledge of management practices and the approaches, experts views and ideas, employees perception and the behaviour etc.

Organizational change needs a various resources including HR, finances, technological and cultural as well depending upon the nature of the business organization. Organizational change needs to use a consultant. But it must make sure that the consultant is highly experienced and expertise in management practice with reference to organizational change. An organization should ask for his reference and may be use his vision as a reference. As I have mentioned earlier, communication is the most vital and precious tool for change.

It must communicate people that the reason for change why an organization needs to change and its impact in future. The process must indicate the past performance and the predicted result of change in coming future. It must be communicate the process that the changes will be implemented in coming future. Change cannot be possible with individual effort. It needs a team with cross-function. The representative from the various functional departments is needed. The current problem is being identified and their feelings and the practices will help to resolve this.

It is an organizational change so the organization must delegates the power to all functional departments in proportion that they can contribute their understandings and perception. Change is driven through the goal and it is derived by the organizational strategy. The goal must be clearly defined and shared to all employees. Organization designs a job description for the change. The strategy for the change must be stated that the plan how an organization lead to achieve the entire goals and objectives and what is the procedures to implement the changes in predefined goal.

It must be focused on the coordination of the functional departments. The one person should be appointed as a responsible for change. All the members need to share their feelings and problems to that person as he will responsible to suggest them and to liable for the failure and success both. Change is usually required to meet the customer demands and needs. The employees and the member of staffs must be customer oriented and they must know about the strength and weaknesses of the organization.

Problems should be shared on the staff meetings as it will help to produce a best solution. Employee must ensure that change is not only gives them an excitement. Working in a changed environment is quite stressful and it creates a frustration at work. Staff members must take care of themselves rather to keep continually doing work. Employee does not wish to seek control the changes that it will lead them to resist, employee should learn from the changes behaviour and the practices. Employee should try to manage the changes and they need to learn from this change.

Managers need to keep update about the management practices and new concepts about the management, it will helpful for them to practice the changes and will lead to analyze the implications of those practices in an organization. Organization basically introduce change in the following phases of business development i. e. Sales development, new product and market development and innovation, business process development, Human Resource training and development, equipment and technological alteration and introduction, international development, mergers and acquisitions of an organization etc.

All the task needs a great research and resources to implement the changes in management practices. Basically, organizational change is scientific, and also a subjective, as it is based based on the feelings and wishes of the business owners, team members and the customers. There are various ways to change an organizational structure which leads to achieve business growth and improvement. Organizational change is what that people believe a ‘black art’, that is quite hard to analyse, and difficult to apply in a current organizational practice and the behaviour.

American Management Experts of Harvard Business School, John P Kotter designs a ultimate process of organizational change that he said that organization will achieve a success when it follows the steps systematically. His steps are: Increase urgency for change, build the guiding team, get the vision right, communicate for buy-in, empower the action, Create short-term wind, don’t let up and Make change stick. Those 8th Steps of change management process will lead an organization to achieve a goal.

The systematic process applied in an organizational change process will lead to eliminate the resistance and boost up the organizational performance and strength as well. Organizational change is guided and ruled out by the environment and market condition. Change is evitable. Bibliography Baldridge. J Victor. 1970. Organizational Change Processes: A Bibliography With Commentary. Office of Education (DHEW), Washington, DC. Bureau of Research. Organizational Change – Introduction of Organizational Change. 1997. Journal. Symphony Orchestra Institute. Dyer, William G. 1984 Strategies For Managing Change.

Reading, Massachusetts: Addison-Wesley Publishing Company, Inc. ,. Galpin, Timothy J. 1996. The Human Side Of Change. San Francisco, California: Jossey-Bass Inc. , Publishers,. Lippitt, Gordon, 1985.. Implementing Organizational Change. San Francisco, California: Jossey-Bass Inc. , Publishers. Jaffe. T. 1995, Managing Change At Work: Leading People Through Organizational Transitions. Menlo Park, California: Crisp Publications, Inc. , 1995. Change Management- Organizational and personal change management, process, plans, change management and business development tips. [Online] Available on: http://www. usinessballs. com/changemanagement. htm [Accessed on: 10 Aug, 2010] Change Management- The People Side of Change [Online] Available on: http://www. ashridge. org. uk/ [Accessed on: 11 Aug, 2010] Culture, Leadership and Power- The keys to organizational Change [Online] Available On: http://www. findarticles. com [Accessed on: 15 Aug, 2010] Managing Organizational Change: Role of Information Technology in an Organizational Change [Online] Available on: www. brint. com/papers/change/biblio. htm [Accessed on: 16 Aug, 2010] John P Kotter’s ‘eight steps to successful change’ are ©John Kotter 1995-2002


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