Organization change happens when there is a significant adjustment to a part of an organization including and organization’s structure and design, technology and operations, the employee’s attitudes and behaviors, business processes, and organizational development. These changes are caused by either external or internal forces. Change can be either planned or it can come about as a response to unforeseen circumstances, or reactive change.
The forces, or reasons, for change can be external or internal. External forces come from the general and task environments. An example of an external force would be the economic downturn that occurred in 2008. A change as such would require an organization to make changes in order to not only continue to grow and succeed, but simply to survive. Internal forces are exactly that: Forces that come from the inside of an organization. An example would be one of an organizations internal customers becoming increasingly unhappy with the service provided by that organization’s IT department. This would be a force for change as you need to keep employee moral up and provide them with better service for the tools they need to be productive.
Managing Change in Organizations:
Change, no matter if it’s in our personal lives or professional lives, is complex in nature. There are a number of models outlining the steps for change. One such model is the Comprehensive Model as noted in Griffin, 2013.
A second model is the Kotter 8-step Process for Leading Change by Dr. John Kotter.
John Kotter – 8 Critical Steps to Success
Resistance to change is a factor that will play into any organization change and needs to be anticipated, thoroughly understood, and dealt with. Causes of resistance to change can be caused by uncertainty, threatened self-interests, different perceptions, and feelings of loss.
A manager may have to employ several different techniques for overcoming resistance to change. Some may be more effective than others, depending on the situation. These techniques may include allowing their employees participate in planning and implementing a change as it leads to a better understanding of the change, educating employees the need for a specific change and communicating to them in regards to that change during the entire process, facilitating the changes, and attempting to minimize or remove some of the forces acting against the change.
nnovation is necessary for an organization to stay competitive. Innovation is the element of change that introduces new products or services or new uses for present products or services in order to meet new requirements or needs. The innovation process includes six steps that consist of innovation development, innovation application, application launch, application growth, innovation maturity, and innovation decline.
Promoting innovation in your organization may assist in resisting failure to innovate for reasons such as lack of resources, failure to recognize opportunities, and resistance to change. Promoting innovation will keep fresh ideas flowing and foster a mindset of change for improvement. Some ideas on how to promote innovation can be viewed here:
By Rachael Mattern