Managing Change in an Organization

Managing Change in an Organization

 

 

So you are standing by the water cooler with the rest of the staff, chatting. Then someone points to a new notice on the staff cork board. All of you rush to the notice and groan in unison: yes, another change will be made in your department. You wonder whether your job is on the line, hoping against hope that it is not. Your organization is going through an organizational change.

 

When does an organization experience change? The leaders of the organization might initiate change when they try to amend how the organization operates. It also occurs when the organization adds to or takes away a key segment or process from the system. Change also happens when the organization switches to a new plan to achieve success.

 

Another reason change occurs is when the organization passes through a range of life cycles as part of its normal evolution as an organization. Like people, organizations do not stagnate at just one stage of growth but progress to new changes.

 

Who is responsible for initiating changes? Though everyone in the organization is responsible for carrying out changes, it is the leaders and managers who must initiate change effectively and efficiently. It is part of their job description. There are leaders and managers who succeed and there are those who fail miserably at it. One factor behind this trend might be the dearth of schools that offer educational programs regarding the right way to evaluate organizations; determining vital priorities which should be tackled; and carrying out necessary changes in line with such priorities.

 

It is important for leaders and managers to understand that they should not undertake change in their organization simply because they want to. Organizational change is only necessary when the organization and the people working in it need to boost their performance.

 

All individuals in the organization contribute to change from the micro level to the organizational level. It is also true that the attitude of the individual towards work will affect the organization of the client (regardless of whether the individual is aware of it or not.) The organization you work in and the organization of the client are interrelated. So it is vital that the individual know himself very well – as far as biases are concerned; your ability to handle conflict and feedback; your skills in decision-making and problem-solving; your general perception of organizations; and other aspects of your personality.