Implementing Change in an Organization
It is conventionally accepted that change in organizations is one of the commonest features. As such, the organizations must be aligned in such a manner that they can manage ant changes effectively. Palmer, Dunford and Akin (2008) argue that there can be different perspectives taken in managing organizational change. Organizational development (OD) and Organizational Change Management (OCM) are just some of the strategies that can be applied in making sure that an organization manages change effectively. Below is a greater analysis of these two issues.
According to Rouda and Kussy (1995), OD is defined as the effort which has been well planned in an organization-wide manner. It is managed from the top level of the organization and is meant to make sure that an organization’s effectiveness is increased. It also focuses on the interventions in the organization’s processes which are based on the behavioral science knowledge. It is carried out through a process which aims at identifying a problem, looking at the alternative solutions and emerging with the best way in which to handle the situation.
There are various advantages associated with OD (Rouda and Kussy, 1995). First of all, it is organizational wide. This implies that it takes into consideration all the aspects within an organization. This means that any activity taken in the OD process has to be evaluated on the effect it has on every aspect of the organization this approach make sit easy for the management to control the change and make sure that a change implemented in one area does not lead to negative consequences on another aspect of an organization. It takes a wholesome approach to the issue of organizational change. Secondly, the OD runs through a process which includes entry, start up, assessment and diagnosis, feedback, action planning, intervention, evaluation, adoption and separation (Rouda and Kussy, 1995). This implies that the process is quite well planned, such that the effectiveness of the organization can be effectively improved. Not only does the approach take a wholesome orientation to the organization but also uses an equally comprehensive process which is a precursor for success.
There is always the other side of the coin, and the same happens to OD. One of the main disadvantages associated with the process is that it is managed from the top. This implies that the employees might not have a lot to do with the change and they just have to learn to deal with the changes imposed on them. This can make it hard for the process to take effect as fast. The other challenge is that due to the lengthy process of implementation, OD can be quite expensive and time consuming for an organization. Therefore, an organization wishing to undertake it should be well prepared to face these challenges.
Organizational Change Management is the other approach that can be used to manage change (Rouse, 2009). It is defined as the framework used in the management of the effects of new business processes as well as cultural and organizational structure changes within an organization. It is seen as a process that deal with people as they relate to the issue of change in the organization.
One of the main advantages of the process is that it can help the people in an organization to know the need for the change and to accept it within the organization. It makes sure that the people in the organization learn the new behaviors and skills, thereby making them more effective. Another benefit is that it enhances the communication within the organization by making sure that the expectations are formally set, as well as using proper employment tools and communication strategies which make sure that the people are informed. It is centered on the people.
A disadvantage of the OCM is that it is quite limited. This implies that it looks at only one aspect of change; the people, leaving out the other areas that might be affected by the change. This leads to an approach that is not wholesome, which can give a loophole for mistakes. Another challenge is that there is no proper structure through which the effectiveness of OCM can be evaluated. This makes it even a greater challenge for an organization to go through with OCM.
After looking at the description, characteristics and the advantages and disadvantages of both approaches, this essay takes the position that organizations should adopt OD as compared to OCM. The rational behind this is that OD is more comprehensive. It looks at the organization as a whole, rather than looking at a specific aspect of the change process. Using this approach, the change can be effectively tracked and it can also be evaluated to find out whether the desired results are achieved for the organization. Through the evaluation component of the OD, a weakness in the intervention can be identified and the process changed in order to take care of the problem. Even though the process might be a bit more tedious and costly than OCM, its outcomes could be more beneficial to the organization as compared to those of OCM. It is for this reason that OD is recommended.
References
Palmer, I., Dunford, R., & Akin, G. (2008). Managing Organizational Change: A Multiple Perspectives Approach. Upper Saddle, NJ: McGraw-Hill Companies.
Rouda, R.H. & Kussy, M.E. (1995). Organization Development: The Management of Change. Retrieved on 12th Nov. 2012 from http://alumnus.caltech.edu/~rouda/T3_OD.html
Rouse, M. (2009). Organizational Change Management (OCM). Retrieved on 12th Nov. 2012 from http://searchcio.techtarget.com/definition/organizational-change-management-OCM
