Building and Energizing the Need for Change
Start and development of any organization depend entirely on a number of factors. These factors can be either external or internal. Some of the external factors involved include political factors: the government plays a major role in any business. The final product or services offered should be in accordance with the law. Secondly, we have economic factors: for a business to sustain itself it should be financially viable. Profit making is the main objective of this venture, Therefore when losses are involved the manager should change his tactics in handling the corporation. Thirdly, we have technological factors: we are living in a world which is evolving technologically daily (Young Entrepreneur Council,2016, April 29). A company should move with changing trends for it to be viable and relevant. Finally, we have ecological factors: all the undertakings in a firm should be friendly to the environment. A venture which depletes the environment will receive much resistance from the community. Internally the structure and history of the organization should be maintained. If need be for any change to be effected on the body, it should be well thought of and should not violate the company’s standards. The primary objectives are the reference to any changes.
A Strategy is a well-planned method used to attain the objectives of an organization. It contains specified step and the department responsible for implementing the same. Introduction of a new tactic requires revisiting the traditions of the company then reviewing them to suit the current situations. Sometimes change resources or introduction of new ones is involved. When a company refuses to embrace change it will face rejection from the general public. They will be accused of not fulfilling their mandate in the community. An outdated organization provides ineffective services.
Transformation in an organization brings change to virtually all the departments and all levels in the organization. Some of the elements affected by this change are; work: a worker’s duty will be defined a new. In case he requires new skills, he is taken to an institution for studies to acquire the skills. In other cases, it demands that you are moved from one department to another to avoid boredom and laziness at the workplace (Young Entrepreneur Council,2016, April 29). The formal arrangement of the office is also affected: when you are used to interacting with the same person for a long time, your discussions tend to be less fruitful to the firm. Therefore, rearranging the office layout will cultivate new ideas and innovations which promote change.
Introduction of new persons should be considered: fresh people come with new maneuvers; they will deal with issues differently. They also come with new skills which help in effecting any change desired. Any change should be assessed in details to determine what skills are lacking to influence the adjustment. Interaction among the stakeholders is also important (Trupper, F. Cawsey., Gene. D., & Cynthia. I,2016)
Senior managers should receive information from all areas within and without the organization. This information is used to determine the need and urgency of change. If there is a decline in the income then change is needed. There are positive and negative interactions in an organization. Positive ones are fruitful, for example when you share ideas on how to effectively and timely accomplish a specified task in the firm. On the other side, idle interactions are disastrous to the enterprise.
In a production, process outputs are expected. This finished goods and services can be desirable or just routine outputs. The final products enable the company to evaluate its progress as well as measuring its value. It is also a means of interacting with its customers (Trupper, F. Cawsey., Gene. D., & Cynthia. I,2016)
If customers’ needs are not satisfied, it is prudent for the organization to change their products or improve their quality. During the process of evaluating the production, the following factors are considered the quantity, quality, and its accessibility by the consumer, chances of improvements, competitiveness in the market, and cost of production.
In any organization, there are very many operations taking place. Some are transparent while others need time to be understood. Implementation of new ideas and address of consumer’s requirement has always been uphill tasks for me to understand. Most managers tend to be reluctant when it comes to matters of change. Slow transitions will lead to loss of clients. They promise the consumers that they will address their issues immediately but they do otherwise (“Fourth Biennial Global Accounting and Organizational Change Conference”, 2014). This lowers the trust they have towards the organization, as a result, they seek refuge in other firms which will cater for their needs with concern and efficiently. Another challenge in this part is how the management receives this information from outside. Some channels alter the feedback before it comes to the knowledge of the managers it is totally a different thing. Handlers of this information will try as much as possible to build their brand not knowing that they are ruining it.
On the other hand, we have different feedbacks from the market. We have genuine consumers and virtual consumers. Separating the two is also hard. It is the responsibility of the company to have representatives in the community in order for them to have concrete and reliable feedback. Relying on social media platforms might be misleading sometimes.
Any organization is prone to change, but it cannot take place without involving all the stakeholders. People are naturally resistant to change, therefore, as a leader, you should be prepared for this. To effectively introduce change motivation of the workers should be involved (“Fourth Biennial Global Accounting and Organizational Change Conference”, 2014). They need to be convinced that the change will elevate their living standards. Most importantly, job security should be guaranteed.
Reference
M., & R. G. (2016, February). A Study on Organisational Development. nowledge Sector Initiative, 20-45. Retrieved from https://onthinktanks.org/wp-content/uploads/2016/03/14577361801LKR96.pdf
Young Entrepreneur Council. (2016, April 29). Why Change Is Essential to Your Organization (And How to Embrace It). Retrieved from Innovate, Improve, Excel: https://www.inc.com/young-entrepreneur-council/why-change-is-essential-to-your-organization-and-how-to-embrace-it.html
Trupper, F. Cawsey., Gene. D., & Cynthia. I. (2016). Organizational Change: An Action-Oriented Toolkit, Volume 2. London: Business and Economics.
Fourth Biennial Global Accounting and Organizational Change Conference. (2014). Journal Of Accounting & Organizational Change, 10(2). http://dx.doi.org/10.1108/jaoc-06-2014-002
