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Organizational change may occur in any company of any type of industry as a way to improve its business process. In order to receive higher revenues and incomes companies are searching for effective tools, which will lead their businesses to a higher level of development and processing. That is why, managing organizational change is an essential part of running a business flow with the aim to maximize the effectiveness of the company`s process of planning, managing employees, and, on the other hand, to minimize organizational costs and employee resistance. In the competitive marketing environment, constant organizational changes are inevitable because of the fact that today`s business environment requires quick and effective changes to survive and make profits to organizations and companies. There could be two main reasons for organizational change, such as negative: difficulties or problems; or positive: new opportunities (Schwartz, 2008). No matter what are the reasons for changes, it is important to manage them in an efficient and effective manner with the aim to satisfy business requirements and expectations.

The Importance of Managing Organizational Change

Leadership and management in the process of organizational change are essential tools to understand, guide, and achieve success in the change effort. First of all, to succeed in organizational change, it is important to understand its role and terms. The main purpose of the constructive organizational change is to move the organization from its current position to a more effective state at minimal cost and expenses in order to achieve required results. Implementing organizational change, managers should consider a number of factors that may help them succeed in the process of management. Firstly, managers should identify the current state of the organization, such as a level of importance, a type of change, abilities of the company to overcome resistance of employees and business environment among others. Keeping in mind all these circumstances will give effective opportunities to fulfill organizational change by implementing effective and knowledgeable leadership and management (Nelson & Campbell, 2011).

Secondly, it is rather important to design a desired change realizing all possible difficulties and obstacles which the organization may face implementing a change. Planning and prediction of the ideal situation after organizational change are important means of implementing desired plans and expectations. Professional and effective management and leadership are the backbone of the changing process in the organization. Scholars consider talented managers as the main source of implementing constructive organizational changes, which will lead companies to higher levels and achievements. Talented management and proper planning are essential tools to minimize people`s resistance that usually occurs during the changing process in any organization.

Thirdly, implementation of organizational change will be the last stage where management is supposed to involve the transition in an effective manner, which requires highly professional skills that will lead the company to desired expectations, requirements, and, finally, to success. In order to achieve the goal implementing organizational change, managers must draw up effective business plan taking into consideration all possible opportunities, resources and persons in charge who will be responsible for the whole process of organizational change (Schwartz, 2008). Managing employees and business process managers should share plans and ideas with staff members, generate enthusiasm, positive attitude towards organizational change, and be role models in the changing process.

Some Essential Tools for Success

As stated above, managing organizational change in an effective and professional manner is a must for successful implementation; therefore, success will be achieved due to the following main factors, which are supposed to be a basis of the changing process (Schwartz, 2008). Firstly, it is essential to assign Change Leadership Team, which will manage the process and employees in everyday business flow in order to implement new ideas, provide control, leadership and to solve all the problems that may arise. Secondly, a defined process is needed to guide the change. Due to the research (Nelson & Campbell, 2011), about fifty percent of organizational change fail because of the resistance of employees. That is why, it is necessary to provide necessary explanations and work with the staff members in order to achieve desired results.

People usually get accustomed of doing their work in a manner they are used to; that is why, their resistance to organizational change is a normal reaction. The role of management is to motivate people in changes showing them direct evidences of future benefits. Though this is not an easy process because most of the individuals do not trust changes and keep thinking that most changes are for worse and not for best. People also would not support implementation of changes if they consider them unimportant (McCallum, 1997). Talented managers should be able to find important and efficient tools to ensure people that organizational change is inevitable and will lead them, for instance,  for higher salaries, healthcare plans, better working opportunities, etc. Any changes are impossible without people`s support, thus, the role of management and leadership is a key in this process.

Conclusion

In today`s business environment, companies of any type of business face the challenges of organizational change implementation in order to be competitive in the market. Though it is not a simple process, due to the professional and effective management, companies can achieve 100 per cent of success in their changing efforts. Managers realize that organizations must change, because the whole world is changing and there is no chance for the organization to survive and succeed without changes. In order to achieve desired results and goals, managers must figure out proper plans and strategies. 

Code: Sample20

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