Organizational Change

Organizational Change

Introduction

With rapid changes in external environment it is essential for organizations to bring changes in their internal business activities for successfully achieving their goals. Planning and managing change is considered as one of the most challenging tasks for a manager. These changes in the organization may be brought as a result of technological or cultural change for organizational development. To remain successful it is significant for managers to plan in anticipation of change. However, while implementing change for alignment with external environment changes organizations will face certain problems and issues that need to be addressed effectively. Implementing organizational change can facilitate positive results in the long-run and will improve organization's performance. It is also essential for managers to determine that managing organizational change is a complex task (Pasmore, Woodman & Shani, 2010).

Discussion

In a situation of close relationship and interdependence of markets and in a general reference changes faster and faster, modern organizations are inevitably involved in processes of change. As a result, a company, like living organisms, to be successful and ensure its own survival, it must be able to adapt to these changes.

The Resistance to Change

As we said, the resistance is normally present in all processes of change and can be traced at the level of individuals, groups or the organization as a whole. Two of the possible reasons behind this resistance are, without doubt, the organizational culture and structure of power: no pressure for change in an organization is effective if it is seen as incompatible with the prevailing organizational culture and structure of internal power.

However, if we consider an organization as a complex system of interdependent parts together, it is clear that resistance to a process of change, which affects a small area of the organizational system, may depend on the resistance emerged in other areas of the organization. The change projects often result in changes in the tasks in individuals (knowledge, attitudes, and skills), technology or organizational structure (organization, procedures, forms of coordination). A change in one of them often involves consequences on others. These dependencies, if inadequately managed, can cause the failure of the process. Given the significant resistance that you might encounter in any change project, it is important that its promoters and implementers possess a satisfactory knowledge of the key components of the organizational structure which is directed towards the process.

Reasons for change

Among the factors that can be considered as the main ...