Managing a successful organizational change can increase morale among workers and drive positive teamwork and job enrichment. These factors can directly and positively affect productivity and quality of work while shortening production cycles and reducing costs. Effective organizational change management allows the company to maintain a constant state of evolution and facilitate periods of general business change, allowing workers to remain motivated and productive during the introduction of new technologies or procedures.
As with change management in general, a successful organizational change management strategy will require effective communication between management and workers. Organizational change management is, by nature, intended to facilitate structural change, so attention must be paid to each constituent part of the whole.
Organizational change management also requires an emphasis on planning and training. Many of the disruptors and drivers of change that businesses encounter today involve new technologies or communication systems. If a business wishes to remain current with new industry practices, managers need to ensure that employees are continually trained in any new technologies that they will be required to use. Beyond the functional application knowledge of new technologies, managers and organizational leaders need to create a culture of innovation , one in which employees meet change with an open and creative mindset focused on the opportunity change provides.
Change at the structural level may lead to the creation of new departments or teams that focus on new business priorities. On the other hand, change may require the consolidation or elimination of existing departments. In either case, workers face the prospect of significant disruption of their work responsibilities. In such cases, organizational change managers must focus on creating buy-in for organizational change.
To do this, it is important to actively communicate with employees at every level to address any concerns, highlight how these changes align with new company goals and underscore how they as individuals can help to drive the change.
Many factors make organizational change necessary. Some of the most common faced by managers include:. Organizational change is a broad term. Some change is sweeping: A substantial evolution in the direction of a company. Other shifts are less dramatic, focusing instead on a small aspect of a firm.
It can be helpful to think of change as a spectrum. Adaptive changes are small, incremental changes organizations adopt to address needs that evolve over time.
Typically, these changes are minor modifications and adjustments that managers fine-tune and implement to execute upon business strategies. Throughout the process, leadership may add, subtract, or refine processes. One example of an adaptive change is an organization that upgrades their computer operating systems from Windows 8 to Windows Transformational changes have a larger scale and scope than adaptive changes.
They can often involve a simultaneous shift in mission and strategy, company or team structure, people and organizational performance, or business processes. It is important to note that changes in one of these elements will usually have an impact on another element. As an example, changing technology may require changes in the human-behavioral area where new knowledge and skills on how to use the technology will be needed.
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Tags: Change Management Robert W. Swaim Peter Drucker culture change. Robert W. Why organizations change Organizations change for a number of different reasons, so they can either react to these reasons or be ahead of them.
A strong economy and increasing demand for products and services will mean that companies must consider expansion that might involve the addition of staff and new facilities. These changes offer opportunities for staff, but also represent new challenges. A weak economy can create even more problems as companies find themselves needing to make difficult decisions that can impact employees' salaries and benefits and even threaten their jobs.
The ability to manage both ends of the spectrum are critical for organizations that want to maintain a strong brand and strong relationships with customers as well as employees. The importance of change in business environments allows employees to learn new skills, explore new opportunities and exercise their creativity in ways that ultimately benefit the organization through new ideas and increased commitment, according to Business Partner Magazine.
Preparing employees to deal with these changes involves an analysis of the tools and training required to help them learn new skills. Training can be provided through traditional classroom settings or, increasingly, through online learning opportunities.
Importantly, organizations need to do a good job of evaluating employees' capabilities and then taking steps to fill the gaps between current skills and the skills required to respond to growth.
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