Organizational Change Coursework

Title: Organizational change
Name:
University:
Date due:
Introduction to Organizational change
Organizational change is any systematically planned effort to improve the efficiency of any given activity. Change involves modification of the ways in which an organization undertakes its duties and aims at maximizing the output of the performances of its people, products and services. Every organization will always think of changing its strategies from time to time subjected to the surrounding which are subjected to constant changes. Thus it has become a normal phenomenon to find out that an organization does not make the necessary adjustments in its activities and processes as a result of these changes in environment. Organizations in most occasions propose change on its people, processes and structures as well as the principles governing it operations.
Possible areas where organizational change can be effected                                                         
Organizational modification should be carried out in steps. The fist undertaking would involve the assessment of strengths and weaknesses of current situation so as to know why change would be needed as well as what it is capable of transforming. All components of strategies ranging from objectives contents as well as the process in which it is to be carried out need to determine in advance and adopted as one of the strategies to accomplish change. The process of managing change may comprise being creative enough to enable communication between change stakeholders, with wide social knowledge, leadership skills and group dynamics. As a good track on transformation projects, organizational change management aligns groups’ expectations, communicates, and improves teamwork and operations of the organization. Its evaluation of improvement in the performance if the organization is based on qualities, such as positive financial realizations, high efficiency, leadership assurance, ability to consult with fellow employees, and the urge to implement change to design appropriate strategies, in order to avoid difficulties associated with change or solve problems in projects which have been subjected to change (Barnett & Carroll, 1995).
Carrying organizational change on the organization structure involves determining what changes need to be made by making adjustments to current strategies on objectives, goals and aspirations. Reviewing the organizational chart to know the composition of the staff. With the implementation of new changes, a good management decides well where there is inadequate labor, the type of training and skills needed on every part to determine how hiring should be done. The management may be faced with the task of managing too many workers. They may also be required to make changes in organization chart which forms the organization’s framework. Just like or body bones which connect to make our bodies function properly, you have to make sure that your strategies are aimed at improving the state of your organization. After consulting every stakeholder on the techniques for improving the organization, and look with the new changes of positions and classifications, or clauses that need to be included, make a consultation with the HR on how the strategies will be implemented. Examine the effects the decisions can bring in the organization structure so that you can verify the feasibility of these decisions by consulting the HR department. The HR is also expected to give his view on the way the decisions should be implemented (Inc, 1999).
Key stakeholders involved in instituting change                                                               
   Deciding who should be involved, how and when in doing stakeholder analyses is a key strategic choice. Generally, the organization should consult other experts if they do not have sufficient information, or if their contribution is significant in successful accomplishment of the clauses analyzed (Thomas, 1993).                                                     These stakeholders can be as well affected by change in an organization and they are in three broader categories:
Internal stakeholders. These are the organizational employees and the management. With change in place, the company employees and the management focusing on their areas of specialty and bringing the maximum output from them. They should also ensure that the conditions of work place are not below the safety standard and to ensure there is career development and relevant training.
Connected stakeholders. These are the shareholders, customers, suppliers and lenders. The aims of shareholders are to get benefits from their contribution in terms of money and resources, suppliers in turn will be expecting regular purchase orders so as to deliver specific goods consignments, the financial institutions e.g. banks footing of loans obtained from them while the customers will be expecting the qualities of goods and services sold to them to be of high quality so that they can get the maximum value from consumption.
External stakeholders. This involves people who are not involved in the running of the organization. The organization should put in place the demands of the general public before they set their strategies. Factors such as allocation of funds for charities and participation in community projects should be considered. They should also set up development programmes and at all cost to able to control pollution levels. Co-operation with the government is as well important to ensure legal requirements are adhered to.
Impacts that change can cause to the organization.                                             
For internal stakeholders. They might ignore the shareholder interests and instead pursue only the system goals. Change can also lead to their resignation and refusal to relocate
For connected stakeholders. The shareholders might decide to sell their shares or replace the management. Lenders on another hand might deny giving credit to the organization and as well charge higher interest rates. Suppliers can refuse credit sales while customers may opt to buy elsewhere.
For external stakeholders.  They can avoid the organizations’ products.
Change management skills                                                                          
  In an organizational set up, a good top level management needs to involve all employees in instituting change in its operations. In achieving more sound strategies it is important that an organization planning for change does not overlook the importance of prioritizing planning and communication of the expected change to all the stakeholders that are likely to be affected by that change in time. The following skills and strategies are very important for an organization aiming at putting in...