Organizational change: Management Essay

Organizational change
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Introduction
Organization change refers to the movement of a company from one state of affairs to another. Organizations and companies are often required to change significant components such as culture, technologies, and structure to facilitate performance and improve competitiveness. Most critically, organizational change is critical for modern versatile and dynamic organizations because it makes it possible for the firm to stay ahead of its competitors. The various factors that can promote organizational change in a company include new leadership, adopting a new organizational team structure, and shifting two new business models.
Organizational change typically aims at streamlining certain aspects of the way the organization is run. It checks on how the organization responds or adjusts to external influences by how it is structured in its systems or through looking at the human resource under its wings. Transformational processes are very important in an organization. Although the process is a bit challenging, leaders should always push to achieve transformational changes. There are several aspects of change readiness. These aspects include a change in the vision and mission, management support, change of perceptions towards change initiatives, and the management process of a company. Change can meet resistance in an organization. Employees always have a tendency to react differently to different cultures (Frische & Kronberg, 2021). For leaders to facilitate change in an organization, there are several initiatives that should be taken. These initiatives can assist in lowering the anxiety of employees and make the transformation process easy. If employees are included in the change process of an organization, then it will be easy for leaders to reduce opposition. Leaders should also seek an opinion from employees. This can promote a lot of benefits to the expected changes.
Organizational change can take several forms. For example, it can involve a change in the structure of the company, culture, policies, procedures, or strategies. Sometimes leaders can plan for change for many years without these changes being implemented (Frische & Kronberg, 2021). Moreover, organizational change can be radical and can affect the way a company operates. For example, companies can either be relatively slow or fast after a change has been implemented. Therefore, it is important to note that change involves letting go of the old ways and fine-tuning to the new ways. It is a process that is concerned with effective employee management. The planning process is very important as it requires new and improved strategies. Changing the organizational design of a company can affect the entire organization. However, this depends on the scope of changes. Effective decision-making is very important. To handle resistance, leaders should offer support to employees. This s because resistance from employees is one of the major reasons why organizational change efforts fail.
Adaptive changes in a company include incremental adjustments and developments that are made to address the needs that evolve over time. It is important to note that changes are critical in every firm because they prepare managers and leaders to determine how to manage and control future challenges. Anticipating future problems makes it possible for successive managers to implement practical change approaches for dealing with the new development. A company that does not adapt to change is likely to fail and may become relevant in the market since it cannot compete effectively with its competitors. Factors such as poor communication in the company would also influence the ability to implement the necessary changes that can promote an organization’s productivity and competitiveness.
Internal drivers of organizational change include factors that the company has more control over and are found within the firm. For example, effective leadership and management in a company can encourage change adoption to manage and deal with current and future problems. Most often, managers and leaders are required to facilitate and promote strategic and future-oriented leadership that repairs the company on how to deal with anticipated challenges. In this regard, managers and leaders in a firm must support and encourage leadership that facilitates organizational change (Frische, Kronberg, 2021). Often, Successful change leaders should be goal-oriented, which would help them meet and even exceed the current expectations. Such leaders have the determination and resilience that is needed in delivering the best organizational results that keep her company at the top in its relevant industry. Leaders at Apple have been instrumental in encouraging changes that have promoted steady growth and dominance of the company. Therefore, performance-focused leaders are likely to encourage and promote change in their organizations. Ordinarily, leaders can facilitate the flow of information through effective communication. Ordinarily, communication is a critical element for the organizational change process because all individuals at different levels of the organization should be notified about the need for change (Whelan-Berry & Somervill, 2010). Managers and leaders should be committed to persuading the workers that the intended change is fundamental and regular communication could also increase commitment towards the change initiative.
Deficiencies within the company would also drive change. Every organization functions and operates following a particular set of procedures and regulations. However, the changing times necessitate that a firm reevaluates and reconsider its existing rules and administrative processes failure, resulting in organizational ineffectiveness. In most situations, the deficiencies recorded in a company may exist in various forms such as unmanageable developments, lack of coordination within departments, the large number of managerial levels, and multiplicity of committees that affect uniformity in decision making in a company. For instance, managers can decide to make changes in a company after it is identified that the existing systems hinder effective planning. Infective planning can influence management roles such as delegation that would make it difficult for the firm to realize the benefits of working as teams in an organization. In such a situation, change is inevitable in changing and streamlining operation and performance in the firm.
Structural changes within a company would also influence change. Structural changes in a company can alter the existing organizational structure and can also influence the overall design of the firm. It is critical to understand that structural changes can be considered strategic operations to improve profitability and attain the intended cost advantage. Some of the common structural changes that are likely to happen in an organization include downsizing decentralization as well as job redesign and integrating new reforms with the existing procedures (Gleeson, 2019). It has been determined that organizations are more focused on adopting flat structures because they outperform companies using hierarchical structures. This is critical because flat structures promote engagement between employees and the management, which is critical for promoting new ideas and innovation. For example, companies such as Google have effective flat management structures that support interaction among the employees, which has helped maintain the dominance of the company in the market. The need for re-organizing the companies’ structure is likely to facilitate change that would alter the firm&rs...