Location via proxy:   [ UP ]  
[Report a bug]   [Manage cookies]                
Scribd Logo
Upload

Welcome to Scribd!

  • 55 views

    Managing Organizational Changes

    Uploaded by

    Saad Zubair
    This document discusses sources of organizational change and how to deal with change. It identifies two main sources of change - external factors like the economy, technology, society and politics, and internal factors like employees, organizational structure and processes. When implementing change, managers should involve employees, understand their feelings, delegate effectively, raise expectations, ask for commitment and expand communication channels. Keeping employees informed and getting their input is important for successfully guiding them through organizational changes.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOCX, PDF, TXT or read online from Scribd

    Managing Organizational Changes

    Uploaded by

    Saad Zubair
    55 views4 pages
    This document discusses sources of organizational change and how to deal with change. It identifies two main sources of change - external factors like the economy, technology, society and politics, and internal factors like employees, organizational structure and processes. When implementing change, managers should involve employees, understand their feelings, delegate effectively, raise expectations, ask for commitment and expand communication channels. Keeping employees informed and getting their input is important for successfully guiding them through organizational changes.

    Copyright

    © Attribution Non-Commercial (BY-NC)

    Available Formats

    DOCX, PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    This document discusses sources of organizational change and how to deal with change. It identifies two main sources of change - external factors like the economy, technology, society and politics, and internal factors like employees, organizational structure and processes. When implementing change, managers should involve employees, understand their feelings, delegate effectively, raise expectations, ask for commitment and expand communication channels. Keeping employees informed and getting their input is important for successfully guiding them through organizational changes.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    55 views4 pages

    Managing Organizational Changes

    Uploaded by

    Saad Zubair
    This document discusses sources of organizational change and how to deal with change. It identifies two main sources of change - external factors like the economy, technology, society and politics, and internal factors like employees, organizational structure and processes. When implementing change, managers should involve employees, understand their feelings, delegate effectively, raise expectations, ask for commitment and expand communication channels. Keeping employees informed and getting their input is important for successfully guiding them through organizational changes.

    Copyright:

    Attribution Non-Commercial (BY-NC)
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    of 4

    SOURCES OF CHANGE AND THEIR DEALING

    Organizational Change
    Everything in this universe does not remain in one state. Everything changes with the passage of time.
    Whatever the reasons are but they do change. Likewise, Organizations also change their state with time.

    The process of change in the state of an organization is known as “Organizational Change”.

    Types of Organizational Change


    Organizational change occurs for reasons that originate external to the organization, as well as internal to
    the organization. Resource dependence theory argues that both environmental and organizational
    constraints impact organizational change. However, the interaction of external and internal sources of
    organizational change has been under theorized and understudied.

    So the types are:

    1. External Sources of Organizational Change


    2. Internal Sources of Organizational Change

    External Sources of Organizational Change


    On the basis of how we classify environment, we can determine the areas that are external sources
    of change.
    The environment has following areas that are external sources of organizational changes:
     Economic. These are competitors, suppliers, interest rates, unemployment, income settlement,
    credit policy, gross domestic product, inflation, the level of international trade etc. All these factors
    affect on the need for changes in the organization. You need to track them in order to make the right
    decisions for change.
     Technology. Technology is the use of knowledge, methods, techniques and means that transform
    inputs into the output in one organization. The rate of technology effects as external sources of
    organizational change varies from industry to industry. Each entrepreneur must follow the
    development of technology in its industrial branch and to use the latest achievements in the
    development of their own business. It will ask for organizational changes.
     Socio-cultural. The external environment as a source of organizational change present peoples
    values, habits, norms, attitudes and demographic characteristics.
    Every society has different sociocultural characteristics based on the region, ethnic basis, settlement,
    etc. All these different factors affect the business.
     Political. This area as an external source of organizational change deal with the laws and bylaws
    retrieved by the parliament as well as regulations issued by the government. Political area contains
    elements such as legislation, the stability of government, strikes, political situation in neighboring
    countries, taxation… These sources of change must be respected by entrepreneurs and must be
    incorporated in the work of their companies.
     International. Country where exist company is a narrower environmental of that company, but
    the wider environment as internationally, recently had an increased impact on the business because of
    the increasing globalization of markets. What happens on the global market affects every business.
    The global crisis presents an example, which currently holds the whole world.

    Internal Sources of Organizational Changes


    Internal sources of organizational changes are forces which appear in the interior of the organization.
    Controlling these organizational changes is easier for entrepreneurs and managers because they are from
    inside the organization, something that according to the function, management control.

    As well as in external resources, we can use the same way in defining internal sources of change based on


    the internal environment of the organization. What is the internal environment of the organization? Most
    simply, the internal environment of the organization is all that is within the organization. Organization as
    a system consists:
     People
     Structure
     Process
    Peoples are that who carry out all activities in the organization. We can have the best structure and the
    best process, but without people in the process of transformation of the input to the output, we will not be
    able to perform anything. People in the organization can be managers or employees, but all they represent
    a source of organizational change. Employees are they which must take the initiative to change their work
    places, or changes in work tasks for more efficient and effective performance.
    The structure of the organization does not allow the appearance of chaos in the work. It gives the mutual
    relations of all components of the organization. Organizational structure defines the place of employees in
    the organization according to the hierarchy and the role of them through the rules, norms and procedures.
    Over time, organizational structure cannot answer to the needs for efficient and effective work of
    the organization and become internal source of organizational change.
    Processes in an organization represent all the activities in order to transform input to output, and that will
    have a value for consumers. Processes in the organization can be different, and now we’ll show some of
    them that are most relevant to business:
     Technological process is a process that transforms raw materials into the products or services.
     The decision-making process is a choice of direction of the people.
     Communication process is the dissemination of information between people in the organization.
     Management process – management as a process-managing people in the direction of fulfilling
    the organizational goals.
    These processes are the sources of internal organizational changes, because any problem will seek a
    solution, which is a new way of functioning of the process or organizational changes.
    Dealing with Organizational Change
    Change proves to be a challenge not just for supervisors and managers, but for employees as well. This
    adds another dimension to the already difficult situation: guiding the employees through the change. After
    all, organizations don’t change, people do.
    The following are eight suggestions that will help managers and supervisors guide employees through
    organizational change.

    1. Involve employees in the change process. Employees are not so much against change as they
    are against being changed. Any time managers are going to implement organizational change;
    there is always a lag between the time the change has been discussed at the management level and
    the time the change is going to be implemented. Managers like to play like an ostrich and believe
    that they are the only ones who know about the changes that are going to take place.
    Unfortunately, while their heads are stuck in the sand believing that no one else knows,
    employees are effectively undermining the future changes with negative informal
    communication…the company grapevine. The sooner you involve employees in the process; the
    better off you will be implementing the change. A formal communication channel is more
    effective at implementing change than a negative informal one.
    2. Interview employees regarding their feelings. It is critical that managers and supervisors
    understand what employees are feeling regarding the change. It is only when you accurately
    understand their feelings that you know what issues need to be addressed. Implementing change
    requires the ability to market and to sell. It is difficult to effectively sell without understanding
    your buyer’s needs, concerns, and fears.
    3. Concentrate on effective delegation. Too often managers and supervisors feel they must use
    self-protective measures, especially during organizational change. They start by trying to police
    all activities. Don’t try to cover all the bases yourself. You should concentrate on effective
    delegation during the early stages of the change process. Effective delegation is particularly good
    for two reasons: first, it helps you manage and maintain your workload, and second, it gives your
    employees a sense of involvement. Involvement positions employees to share responsibility for
    change.
    4. Raise levels of expectations. Now more than ever, you should ask more from your employees. It
    is expected that more work needs to be done during the change process. While it may be most
    practical to expect less in terms of performance, raise your levels of expectations and theirs.
    During change, employees are more likely to alter their work habits, so reach for the opportunity
    and push them to try harder and work smarter. Require performance improvements and make the
    process challenging, but remember to keep goals realistic in order to eliminate frustration and
    failure.
    5. Ask employees for commitment. Once the change has been announced, it is important that you
    personally ask for each employee’s commitment to successfully implement the change. It is also
    important that you assure the employee that if there are problems, you want to hear about them. If
    a negative employee does not tell you, they will tell other employees why the change will not
    work.
    6. Expand communication channels. The change process usually means that normal
    communication channels in the firm need to be enlarged. At this time, your employees will be
    hungrier than ever for information and answers. You can “beef up” communication. First, give
    employees an opportunity to give you input. Start by becoming more available and asking more
    questions. Get employees’ opinions and reactions to the changes. Maintain your visibility and
    make it clear that you are an accessible boss. More importantly, be a careful listener. Second,
    keep employees updated on a regular basis. Just letting your employees know that you have no
    new information is meaningful information to them. Strive to be specific; clear up rumors and
    misinformation that clutter the communication channels. Remember, it is almost impossible to
    over communicate.
    7. Be firm, committed, and flexible. As you introduce a change, it is important that you see the
    change through to completion. Abandoning it halfway through the change process accomplishes
    two negative impacts. First, it destroys your credibility. Second, it tells every employee that if
    you take the stance of a dinosaur, the change will pass by, even if you lose your job and become
    extinct in the process. Remain flexible, because you will have to adapt to situations to
    successfully implement the changes.
    8. Keep a positive attitude. Your attitude as a manager or supervisor will be a major factor in
    determining what type of climate is exhibited by your employees. Your attitude is the one thing
    that keeps you in control. Change can be stressful and confusing. Try to remain upbeat, positive,
    and enthusiastic. Foster motivation in others. During times of transition and change, try to
    compensate your employees for their extra effort. Write a brief note of encouragement on their
    paychecks; leave an affirming message on their voice mail; take them aside and tell them what a
    great job they are doing; listen to their comments and suggestions. Last, try to instill
    organizational change as a personal challenge that everyone can meet…with success!

    You might also like