Organizational change is simply the movement of an organization from one state of affairs to another. There are several reasons that could call for planned change in an organization. More so, the external environment of a particular organization could force it into an organizational change. One of the main reasons that are throwing organizations into organizational change is change in technology. The rapid advancement in technology has facilitated increased output, enhanced quality of goods and services and promoted overall efficiency. Therefore, organizations have to align themselves to these changes so that they can compete for the small market available and remain relevant. Moreover, globalization has become an issue of concern to every organization. The need for market expansion and increased competition has automatically called on all organizations to outsource labour and market internationally. This makes it necessary to retrain the existing work force and make changes in order to conform to the new environment.
On the other hand, changes in the market conditions have made organizational changes inevitable. Consumer tastes and preferences changes with time as well as with geographical locations; hence there is need for organizational change to cater for these changes. Poor performance in comparison to the previous performances will definitely call for organizational changes. In the business world, there has never been limit to the growth of an organization, even though a decline in performance is never acceptable. More so, change in laws of the country or laws instituted by the overall body governing the operations of a particular industry will cause organizational change since all operations must be done within the law.
Organizational learning is the process of driving organizations to achieve their set goals through optimum utilization of their resources bearing in mind the need to make the world a better place. On the other hand, learning organization is the tendency of an organization to embrace and work towards continuous improvement in line with changes in its internal and external environment.
First and foremost, address the human side systematically. There should be a formal way for managing change. One should begin with the leadership team and then engage key stakeholders in time. Then, the change should start with the top-most leaders so as to prevent the juniors from rebelling and motivate them to embrace the changes. Subsequently, involve all the levels of the organizations since they are all likely to be affected by choosing leaders in the organization and assigning them responsibilities. Lastly, make the changes formal by providing a road map to guide decision making.
The most effective managerial change strategy is addressing the human side systematically since it prevents rebellion from the juniors and motivates them to embrace the changes.
Social dimension refers to managerial and societal changes that affect an organization. Managerial changes could be changes in planning, organizing and staffing. On the other hand, technical changer refers to how advancement in technology has changed the operations of businesses.
Based on my experience, I would seek to promote division of labour and specialization so as to enhance efficiency and work quality.
Some managers and supervisors have a clear view of the organization’s mission while others do not have. Some organizations have been on a successful run for a long time and continuous growth. Such success cannot be termed accidental, hence the managers and supervisors of such organizations can be said to have a clear vision. Otherwise, they lack a clear vision.
