APPROACHES TO ORGANIZATIONAL CHANGE
Management is said to be an agent of change. It means that management has to introduce change successfully in its organization. It has to overcome the resistance and make it a successful venture. The management must realize that resistance to change is basically a human problem, though on surface, it may appear to be related to the technical aspect of change. So, it must be tackled in a human and social manner. Management has to take the following steps to implement the change successfully.
1. Participation of Employees:
Before introducing any change, the employees should be fully consulted and they must be made a party to any such decision. The meaning and purpose of the change must be fully communicated to those who will be affected by it. Enough time should be allowed for discussion, and pros and cons of the change should be explained, in detail, to employees.
2. Planning for Change:
Before implementing any change the management should plan for it. Employees should get an opportunity to participate both in planning the change and installing it. This will help the group of the affected employees to recognize the need for change and thus prepare them for receiving it without any fear.
3. Protecting Employeesâ€™ Interests:
Management should ensure that employees are protected from economic loss, loss in status or personal dignity. If those things are protected, the degree of resistance to change will be at the lowest ebb
4. Group Dynamics:
Group dynamics refers to the ever changing interactive and adjustments in the mutual perceptions and relationships among members of the groups. Such group interactions are the most powerful instruments which facilitate or inhibit adaptation to change. Adaptation is a team activity which requires conformity to the new group norms, moves, traditions and work patterns. If these could be positively articulated by management the results are likely to be more successful and durable.
5. Cautions and Slow Introduction:
The management should not introduce any change suddenly and abruptly. It must be an objective for the management to build in the organization an awareness of change and an ability to forecast it, and also to construct an attitude of welcoming change. Change must be introduced in sequential parts, if possible, the results must be reviewed, and required adjustments must be made in it.
6. Positive Motion:
The management should use the policy of positive motivation to counteract negative resistance. It should be the attempt of the management to make the job easier and less exerting. The management should impart proper training to its employees in new techniques and work knowledge etc. The leadership styles should also be supportive and human oriented. This policy will also bring down the resistance to change.
7. Career Planning and Development:
Organization on the basis of change plans and redesigned jobs should plan for career of employees, possibilities to move the employees to the higher levels and develop them. The developed employees for future careers demand the management to implement change.
8. Organizational Development:
Organization development aims at molding and development of employees in the psychological and behavioral areas with a view to achieve organizational effectiveness. Employees with enriched behavior welcome the change.
The conclusion is that the Management should plan for change. Based on the change plan, the job should be redesigned. Management should train the employee before hand and prepare the employees to invite change. Normally trained and developed employees will not resist change as they cannot keep quiet with enriched skill and knowledge. Any change whether technical, social or economic will be least resisted by the employees if the management permits the employees to share benefits which arise out of the change. So, the management must see that employees are not only assured of it, they are given due advantage of it as well.