When evaluating an organization, possibilities of change will always arise. A good leader should encourage continuous evaluation of his firm. The results from the assessment process will determine where, when, how and whether the company need change. The main factors which triggers a need for change include decline in profits, frequent strikes and boy courts, and mismanagement of funds and resources within the organization. When thing are not working well change should be effected immediately, you don’t need to know the final results but putting in place the right conditions the results will be positive. Trusting in God is also important throughout this process.
Change does not just happen, it is a controlled process. A well-thought procedure of change is well planned and should conform to the company’s goals (Young Entrepreneur Council, 2016). When championing for change we need not only look at current goals but also we have to tie our experiments to the values and guiding principles of the firm. There are various practical ways to make change happen in any business which we are going to discuss below.
Being ready for change involves quote a number of consideration. This paper is going to focus on the eight dimensions related to readiness for change in an organization. The first two considerations include the element of trust. The management need to be trusted by the subjects and vice versa. The subject should believe that all the actions taken by their leaders is for their own good. From the other side other members should show confidence to deal with all tasks bestowed upon them. Trust will encourage leaders to introduce change, and it determines if the new path will be followed or not. Taking a spiritual view we get the God delights in people who are trustworthy.
Other dimensions we look at as a result of communication. Effective communications should be embraced by all the parties. Proper channels of presenting arguments, challenges, and ideas need consideration. Customers also need to be included in this system for better fulfilment of their needs. Communication and interaction within the organization will encourage sharing of ideas which result to positive innovations. A better interaction also provides a platform for the senior managers to know and address the views of all members in the corporation.
Finally an enterprise cannot live in isolation. Attracting investors and brilliant innovations is key, for it to be successful in the long run. After this investors are on board they should be retained to maintain the developments. The company should create a system that encourage interdependence among all the departments from within and without. Finally all the players portray the highest level of accountability of all the resources they manage. The Bible encourages this in the book Luke 16: 10-12.
In connection to the above dimensions, a famous organizational expert by the name Kotter came up with 8 steps leading change. In his research he noticed numerous failures and losses faced by business which triggered him to come up with this steps. The reluctant nature of the stakeholders cultivated the failure. They dwelled much on their comfort zones as they brushed off any attempt for change. Kotter’s Eight-Step Process (Jessica & Rebecca, 2016) is summarized as establishing a sense of urgency; creating a guiding coalition; developing a vision and strategy; communicating the change vision; empowering employees for broad-based action; generating short-term wins; consolidating gains and producing more change; and anchoring new approaches in the culture. This guidelines were implemented by a group of experts to eliminate previous challenges faced by managers. He also notified them that management is a process and every step counts.
Change is as good as rest. This saying has been proven to be correct over the ages. When one changes his work environment he or she will fell more rejuvenated. In the process he becomes more productive. A small change such as changing the layout of your office can a company to greener pastures. Change is essential for growth, therefore all are encouraged to welcome any opportunity of change in their lives.
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. C., G. D., & C. I. (2016). Organizational Change: An Action-Oriented Toolkit, Volume 2. London: Business and Economics.
 Proverbs 12:22
10 He that is faithful in that which is least is faithful also in much: and he that is unjust in the least is unjust also in much.
11 If therefore ye have not been faithful in the unrighteous mammon, who will commit to your trust the true [riches]?
12 And if ye have not been faithful in that which is another man’s, who shall give you that which is your own?