Impact of change in organizational perspective

Change cannot be avoided, hence it is unstoppable. The instability of change had made most of organizations to adopt and consider it as part of its existence. Armstrong (2009) has defined change as any changes in structure, management, employees, process and other related activities. This change initiative should align with corporate objective and goals to ensure organizational success. This means that management of change plays an important role in handling and responding to change effectively as well as counter the resistance to change (Lucey, 2008).  

Factors influence change are categorized into two, it can be described as internal factors that include technologies, operational change and processes, internal law and policies, organizational modernization initiatives, change in management decision and other. While external factors include competitions between companies in same industries, increasing pressures of globalization, political, economic, socio-cultural, technological, legal, and environmental forces (Lynn, 2001).  

Accordingly, Robbins (2005) posits that, change can be categorized into first order change that consists of evolutionary and incremental change while second order change includes the transformational, strategic, and revolutionary change. Evolutionary and incremental change refers to changes of small magnitude like finding ways to improve the present situations while keeping the general working framework. On the other hand, the second order change, the transformational, strategic, and revolutionary change emphasized the total change on its framework and they are called radical changes that seek to shape the organizations into new competitive advantage.

Change can bring positive and negative impact to organizational outcome and because of this, the need to manage the change has become an urgent concern. Realization and successful implementation of change in the organization enable a smooth and positive experience for employees and organization. This will leads to employee confident toward management’s leadership in developing and delivering ideal decisions on critical situations (Revenio, 2016). Moreover, the organization’s flexibility and the ability to adapt quickly to the change will aid the firm to attain competitive advantage. For companies to experience growth, it should embrace change as part of operational process (Mosenkis, 2002). These are the positive outcome form change.

While change are accepted by many, there are also members of the workforce that would likely resist to change. Resistance has become undeniable that cannot be ignored in any change efforts whether in individual level or organizational level (Todnem, 2005). Employees resist change because of fear that the change will contradicts their personal interests and as defensive stand, they will prevent change to happen. Meanwhile, any plans for change should consider the readiness to implement change, thus, it requires people who have adequate knowledge and expertise to manage the change process. One of the barriers to implement the needed change happens when the management along with their employees are comfortable with the current performance without any plans to improve. HR Leaders should consider these negative factors when making initiatives for changes (Oreg, 2003).

References

Lucey, J., 2008. Why is the failure Rate for Oganizaiton Change so High. Managment Service , pp. 10-18.

Lynn, j., 2001. THe Myth of the Bureaucratic papdigm: What Traditional Public Administrarion Reality stood for.. Public Admiinistration Review , 2(61), pp. 144-160.

Mosenkis, S., 2002. Coping With Change in the Workplace.. Information Outlook, 6(10), pp. 6-10.

Oreg, S., 2003. Resistance to change: Developing an individual differences measure. Journal of Applied Psychology , 4(88), pp. 587-604.

Revenio, C., 2016. The Impact of Change and Change Management on Achieving Corporate Goals and Objectives. International Journal of Science and Research , 5(11).