Organizational change Management

Various individuals in the organization will be involved in the change process and unless they understand the need for that change, their behaviour towards the proposed change will not be favourable. Behaviour change is very imperative for successful change because of the uncertainty that people perceive to come because of that change (Shea amp. Solomon, 2013, p. 15). The great need for the change in the organization enables the management to envision what they really want. This involves understanding reasons for the change, the structure of the change process and ensures successful implementation of that change (Shea amp. Solomon, 2013).Involving all the party concerned in the change also contributes greatly to the understanding of the change (Conway amp. Monks, 2011, p.. 191). Though strategic change may result from the top management, they should consider the middle level employees input to ensure they will not encounter much resistance. This also helps to counter any resistance early enough and make any clarification on time. Conway amp. Monks (2011) further asserts that for a successful change implementation, a clear outline of the benefits the change will bring must be present.However, many organizations often face opposition to change thus derailing the implementation process. Majority of the individuals defy change because it comes from top management and without proper consultations with them, the management forces them to adopt the change (Conway amp. Monks, 2011). This is especially so when they perceive that the change will negatively adjust their work status for instance in relation to workload, status change, which may prompt some of them to guard their own interests.According to Bates (2005), various individuals defy change for different reasons. Some may resist change to guard their own self-interest. Others fears the uncertainties that change brings while others lack clarity on the change process and some

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