ORGANIZATIONAL CHANGE

Leading and Management Change

Organizational Change

Introduction

Change is an essential component in life, for an individual to progress. Change is especially important within an organization for its survival in the competition, in the industry. A planned change is made with an intention of making the organization more efficient and effective. However, the organization faces a lot of resistance due to this change from the employees. The employees foresee potential threats and problems for them in the future which is why they do not want the change to be implemented. Hence, the readiness for change from all the employees of the organization is a vital component to successfully implement the change.

Change is necessary within the organization because of the dynamic increase in the environment. An organization has to continuously confront with the need to execute the changes in the culture, process, structure and strategy of the organization. Different components are contributed to effectively implement the changes in the organization. Readiness for the change is the most important component for the implementation of the change within the organization. This readiness for change reflects in the intentions, attitudes and beliefs of the employees of the organization. The other components of the change, in accordance to the researches, include vision for change, mutual respect and trust, change initiatives and more. There are different theories and models designed for the implementation of the change within the organization. For the successful implementation of the change, the effectiveness and will of the leader plays a significant part. A transformational leader is needed to bring the change in the organization, in an effective way.

In this paper, the employees' readiness for change is discussed, along with the vision for change, mutual trust and respect, initiatives of change, management support and acceptance and managing change and leadership and change theories are also highlighted.

Organization's Readiness for Change

The most important question for an organization planning for a change is whether their employees are ready to accept the change. If they are ready for the change, then they are more suitable to support change. One needs to find out if their employees will accept the change or else the time and process involved in making the change will be useless.

The whole process must be discussed with the employees before taking any step in implementing the changes. The perception of the employees towards the efforts for change which takes place in the organization is a vital factor readiness for change. Furthermore, perceptions of employees of the company's change readiness are recognized as an essential component for the understanding of resistance sources to global change. Such perception can undermine or facilitate the efficiency of a change intervention. Employees as the target of change are central to the success of the change efforts because their basic knowledge, motivations, skills and attitudes form a major factor of the environment of the organization in which change is to be made. These aspects make a remarkable effect on the willingness and acceptance of the individuals towards ...