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Managing Organizational Change

The business environment nowadays requires organizations to go through changes rather often for being competitive and successful. Such important factors, as globalization of markets and fast evolving technology make companies to change in order to survive.The change in organization occurs in case if organization makes a transition from its current state to some other desired future state. According to D.K. Hurst, “managing organizational change is the process of planning and implementing change in companies in order to minimize employee resistance and cost to the company, while maximizing the effectiveness of the change effort” (Hurst 1997).

There are twelve principles for managing change. One of the main principle sounds like “Thought process and relationship dynamics are fundamental if change is to be successful” (Twelve Principles for managing Change). If the leader of an organization plans to have a change and wants it to be successful, he should thoroughly think it out, plan it, discuss and implement, developing dynamics in relationships of the team and activity of the company.

The second principle for managing change is “A clearly defined vision of the end result enables all the people to define the most efficient path for accomplishing the results”. It is very important for the leader to understand what change he wants to make, and as soon as he clearly imagines his goal (result), he can easily find the right way for implementation the change.

The third principle that is very important to follow when managing change is “Truth” is more important during periods of change and uncertainty than “good news”. All decisions and all changes in the company should be done relying on real, reliable information, and not just the data that sounds positive and suitable.

There are several techniques that can be used to manage change in organization. The most used are vision, group involvement, encouragement, and support. Group involvement in change process is very important. Change in organization that is dictated or imposed can’t lead to lasting positive results. It is very important to look for group involvement and participation in this process. The author of book “Eights Steps to Successful Change” John P. Kotter suggests involving as many people in decision-making process as possible, taking into consideration opinions of all group members (Kotter 1996). Encouragement of team members while implementation of change is very important, as the change is known to be a hard process. The leaders of organizations should support and encourage the individuals. They should set up short-term goals (on the way to a long-term goal) that can be achieved and rewarded. All techniques that can be used to manage change in organization are connected with principles for managing change, so leaders should consider all nuances before planning organizational change.

 

References:

Hurst, D. K. (1997).When It Comes to Real Change, Too Much Objectivity May Be Fatal to the Process. Strategy and Leader-ship, 4(7), 13-14.
Kotter, J.P. (1996). Leading Change. p. 56.
Twelve Principles for managing Change. Retrieved from http://www.lynco.com/12prin.html