An Introduction
Organizations in today's world are facing the challenges of rapid advancements in technology and increasing demand for workforce knowledge. These demands are encouraging organizations to adopt different change management processes in organizations. Although the demand is there and change is inevitable, but still not every organization is successful in adopting change and managing it successfully (Matt Barnard, 2010). Change has always been described as the only thing that is constant and with changes occurring in technology, political environments, cultures, economy, etc. the demand has become more evident especially for organizational leaders. With the success ratio at a downward trend the leaders should not only develop and implement the change, but also need to acknowledge and assess the process (Wilson, 2014). Change in organizations is becoming important, especially in their processes, structures, and objectives along with the growing demand in technology as well (Hala M. Al-Shamlan, 2011).
Change management as described is a structured process that is applied to achieve the desired outcomes by leaders. It helps organizations to become competitive and by adopting change and implementing it across organization effectively an organization can gain a good source of competitive advantage as well. Managing change is important not just for organizations, but individuals as well. Three aspects of change are important for an individual as well as for organizations to cater that includes adapting, controlling and effecting the change. The objective of organizations is to attain as much profitability as possible from changing environments by adopting and implementing new change process.
Factors Influencing Organizational Change
The increase in competitiveness has made the need for change inevitable for organizations and organizations are expecting a change in adopting new technologies, on the other hand, downsizing and mergers are among the common changes that organizations are adapting. The factors that influence change are internal as well as external that actually decide the change the organization wants to adopt. With the increase in competition, the survival has become important for organizations and the best option remains change management. Change management is how effectively, organizations implement and manage change. Communication between the people involved in the process is critical, and the people involved in the change process include the change management team, the resource people and the stakeholders. Change management not only helps the organizations to survive in a competitive market but also highlights the guidelines about the future growth.
Factors for successful implementation of the change in any organization includes the planning of the objectives to be achieved, defining governance by structuring and assigning the roles of every individual clearly, the commitment of the leadership, stakeholder involvement and encouragement by continually informing them and an aligned and committed workforce (Kotter, 1998). Furthermore, a good change process needs to be very clear at the stage of planning. Planning process also needs to clear by defining a clear vision that the organization wants to achieve by adapting the change process, and the mission and vision of the organization must be aligned with it as well. By clear identification of the objective, the planning process must be clearly documented and developed (Branson, 2008).
Phases of Change
The organizational change has four phases that occurred due to fear of loss. This fear of loss gives birth to some emotional issues, mostly experienced by employees. These issues are described in four stages according to Kubler-Ross Grief model and can put barriers in the change management process. These four stages are described below:
Denial: Denial is the first emotional state that is observed as an obstacle in the change process and is mostly due to the fear that employees witnessed during the change and are not ready mentally to accept the change happening. The task of the management is to give confidence to the employees and replace fear by acceptance.
Resistance: Resistance is the second emotional state and is considered to be neutral during the change process. Resistance showed by employees put organizations on the back foot while competing with other firms. Employees are expected to show resistance to any new change as they don’t feel the need for a change. Satisfaction of employees is the key in this regard on which the managers or leaders should put much of their focus. Involvement of employees is important for the growth of the company, and any forceful change will not result in success. Therefore, employee involvement and satisfaction are the key attributes that will help in the successful implementation of the change and will help the company compete..................
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