Change is an integral part of every workplace. This is because the work environment is constantly exposed to many factors that try to shape the way it works. Some of factors include recent technologies and internal factors, which influence the necessary changes be made to the environment. Some of these changes could be positive while the other could be negative. For an effective organizational growth, these factors should be examined keenly so that they motivate the growth of an organization.
The Heart of Change in Organizational Management
The message of the book is that people change whatever they do less frequently when they are given advice that make them see reaction on their behaviors. Such advices influence the feelings of these people. This is very important in large organizations that embrace modern technologies or merging with the other (Ivancevich, Konopaske, & Matteson, 2011, p. 38). Other factors that lead to changes in an organization are if it is restructured, whether it wants to do business by the internet as well as by other forces of globalization.
This can influence an entire organization, an office within an organization or just a department of an organization (Kotter & Cohen, 2002, p. 19). This current world entails many things in the process of making changes to an organization or the entire structure. Thus, caution should be exercised while making the changes. Poor handling such critical processes can result in the failure of the entire organizations.
Obstacles to Change
Big and tactical organization knows how to seize chances that come their way. They never waste any chances that come their ways. This means that for any organization to grow, they should be able to take some changes in order to increase. Their motto remains to grow gradually to gain a larger market share. Large-scale successful changes should take minimum eight stages. During these stages, an organization tries to withstand the external shocks. This enables an organization to find ways of dealing with the shocks to overcome the challenges. Overcoming the challenges is the only way an organization can move to a higher level. Organizations that do not overcome obstacles have been known to fail in any case. This is why most organizations do not get an opportunity to expand by any means. Creating a vision as well as a mission are the preliminary stages for the success of the organization. This helps in achieving both the short-term and the long-term goals (Ivancevich, Konopaske, & Matteson, 2011, p. 57). At this stage, more strategies are put in place to ensure that the long-term strategies are easily accomplished. At the same time, an organization puts more efforts to the task and the work is done. The final stage should be the building of a corporate culture within the organization that should enable those changes to be made.
The most difficult task in the process of bringing changes in the organization is changing the people’s behavior. However, some people have always thought that bringing a change in the culture or setting strategies is the challenge. The latter is unaccepted. This is because the people’s behavior determines whether the strategies and the cultures can work effectively. If people do not welcome the new change, they will not adopt a desired behavior that can make such changes successful.
The process of changing the behaviors of employees is not just giving ideas to make them change their behaviors (Kotter & Cohen, 2002, p. 34). It rests on changing the emotions people have towards a particular course of action. Some managers have always thought that once people have been provided with information, they can change their behaviors automatically. This normally results in lack of change of behavior within the organization. The outcome is a failure of the organization to embrace new changes in the environment. All of the above mean that an effective change requires all the processes in an organization to be adhered.
The process of change in organization entails a lot of frustration especially when things are not going in the desired direction (Ivancevich, Konopaske, & Matteson, 2011, p. 82). Frustration during changes always makes most people to have a notion that not all these movements should be sought by an organization. This is because frustrations always make people to alive that situations cannot be controlled. This is the test towards the right change within an organization. Bright people are knowledgeable on how to handle frustrations remarkably well. This makes a difference between organizations that can move forward despite the challenges they are facing.
The Flow of Change
Change usually starts from one point in an organization to the rest of the organization. This depends on many factors. They include the structure of the organization as well as the size of the organization. This will influence how information about the change will flow from one point to another. Among the things should be done during the flow of changes is coordination of the stages that could overlap during the change. Some other issues of importance include motivating the members of the organization in their aim to achieve the change. Handling the various cycles of change is also essential in the urge to get the desired change. The most important thing is to know how to handle people who are not ready to embrace changes despite the advances in technology (Kotter & Cohen, 2002, p. 43). Those in charge of guiding the rest in the process of acquiring the change should initiate the whole procedure and take charge of the entire process. This will make people to have strategies that will enable them get to the desired behavior. With this, taking an initial step will be a great step towards achieving the desired change. More people should be influenced to join those willing to take steps to change their behaviors (Kotter & Cohen, 2002, p. 45). This could be achieved by communicating to them and letting them know the importance of behavior change within and outside the organization. At this stage, action is very important and it could be done in a radical way.
Steps That Can Help To Make Changes That Are Successful In The Long Run
The success in any organization means having an orderly and organized team. This will necessitate the urgency in achieving the desired change (Ivancevich, Konopaske, & Matteson, 2011, p. 107). Besides, such a team is able to act as a unit with similar goals. This will be helpful when they try to help one another in the process of achieving their goals. Besides, they will share ideas on how to manage effectively their team for success to be found.
Successful change within a team entails putting the vision as well as the mission in the right path. This comes with proper communication within the team. The team should have a leader who leads and gives further directions on the steps to be taken in order for a particular action to be realized. Effective leader should communicate with the rest of the people to utilize their ideas and to join them towards a common goal.
Empowering people is very important in ensuring that an organization embraces the desired changes in its structure (Kotter & Cohen, 2002, p. 121). This will ensure that people are capacitated to do the right thing. This involves giving people the right information on how to adopt a particular change. The people should also be involved in making critical decisions regarding an organization. Reinforcement should be put at every stage to ensure that the people remain in the whole process of decision-making. This will help in keeping the morale to change even if there are obstacles to be dealt with. Such challenges should be overcome so that the right course of action is maintained. This will help maintaining the focus and the desire to change.
Monitoring and evaluation of the projects within an organization are very important in seeing the milestone reached and the steps should be taken to ensure that the desired goal is achieving. This process is not just limited to recording the desired behaviors that have been accomplished. This will help to know what else needs to be done to ensure that the right course of action is enhanced.
Large Changes in an Organization
The most important fact of the success of an organization is the enormous efforts that are made to require the desired change (Kotter & Cohen, 2002, p. 137). This involves acquaintance the staff of the changes that should be put in place. Taking the workers to organizations that have gained such changes is very useful. This will help them to learn some tactics on what to take into account in order for the desired changes to be effective. They meet with staff that is enjoying the results of the positive change. This will mentor them to strive towards achieving the desired change. The main threat to large change in an organization is leaders who are afraid of the uncertainties. Such leaders usually avoid adopting new practices as well as technologies for fearing that the change may come with some challenges. Their fear is because of many factors. One reason is because they are very inexperienced in their leadership skills and as a result, they do not want things that could test their leadership skills. In addition, because of their low level of education, such changes would make them to leave their positions. This is because the new changes may require particular qualifications from key officials within an organization. Such things will get them off guard and hence make them lose their positions. Such managers have been seen to frustrate their juniors in matters regarding education. They prevent them from seeking additional education to minimize competition with themselves (Ivancevich, Konopaske, & Matteson, 2011, p. 140). A strategy used is to hire people who are not skilled and cannot bring challenges to the organization top management. Such behaviors are common among leaders that are afraid of the changes taking place in organizational behavior
In summary, the way an organization grows depends on many factors. They include both the structure of the organization and the immediate environment under which it works. The environment could be either internal or external. The internal environment includes the conditions created by the leaders within an organization (Kotter & Cohen, 2002, p. 145). One type of leaders is able to adopt a particular change and to support everything that comes with the change. The other type includes the dictators who encourage the changes less frequently. Frustration in the work place is one of the signs that every leader should try to eliminate. This is because it makes people lose the morale in an attempt to adjust the required behavior. The government is also involved in this process. It means that it guarantees the legislations. The constitution is a weapon that has greatly helped to ensure a suitable environment under which organizations work.