[Name of the Writer]

[Name of Instructor]

[Subject]

[Date]

Organizational Change

Introduction

Human Performance Technology and Organizational Change

Human Performance Technology (HPT) is not any device, but a rich discipline committed to improving performance using a systematic approach (Piersol & Paris, 2012, p.1). Every organization is a system of human performance, as it was founded by human, it is run by human, and it is build to provide value to the human (customers or stakeholders). This depicts a human performance system as the most fundamental view one can have of any organization. There are other views like business view, operational view or an economic view of the organization, however, all these view points are derived from human resource (www.bptrends.com).

At times organizations need to bring change; this change occurs when an organization transform itself in response to changing environment. Organizational change impacts its mission, involves restructuring, mergers and acquisitions, implementation of new technology and others. All these changes occur and highly impact the human resource of the organization. In today's highly competitive world, organizations require their employees to demonstrate ability to learn in a complex and rapidly changing technological environment, and accomplish successful goals while experiencing and dealing with stress and uncertainty accompanying continuous change (Pershing, 2006, n.d).

Performance specialists of the organization view change as an opportunity to learn and share new ideas and practices. Performance technology specialists bring planned change processes in order to systematically improve organizational effectiveness and performance of organizational members (Pershins, 2006, p.265).

Discussion

Reasons of Organizational Change and Steps to Implement It

Today the world is changing rapidly, every organization needs to change in order to move forward with success. An organization needs to be responsive to the advancement in technological environment, and its employees skills and abilities must evolve with the highly competitive world. If an organization needs to sustain successfully then it must continuously innovate and adapt to new situations (www.cliffsnotes.com).

There are five major steps to bring successful change:

Define what your change is

Every employee who is involved in the implementation of change and every employee who impacted by it must know what the change is and why it is being done (www.squidoo.com).

Get the Right Sponsorship

For successful change right sponsorship is vital. The sponsors will own the change and will have the authority to demonstrate the legitimacy and value of change (www.squidoo.com).

Prepare for the Change

Whenever an organization brings change, the first reaction of employees is 'resistance'; it's a human nature to avoid change even if it has obvious benefits. This resistance is not due to the positive or negative impact of the change, but it is due to the disruption that change causes. Therefore, it is really necessary to manage this resistance. In order to manage it management needs to involve the employees in the decision to make the change from the start. Make your employees understand the need for change and the procedure of adoption as well (www.squidoo.com).

Reinforce Supporting Behavior

For a successful change reinforcement holds immense importance. Management should make it as easy as it can ...