Successful Implementation of Change Within an Organization, Essay Example

Implementing changes can be difficult for organizations and it is common for many to encounter resistance. But in order for an organization to be successful, change is a necessity. Globalization and increasing technology require organizations to be forerunners in any business, so it is essential that organizations are flexible to making improvements. To effectively implement change, both effective communication and having a concrete strategy established is essential for a smooth transition.

Resistance can hinder change within an organization and may occur for various reasons.  People do not always realize that a change is necessary and feel there is nothing wrong with following tradition and continuing to proceed in the way things were “always done” in the past.  Other reasons for resistance might be due to the fear workers have as to how the change will affect their positions.  For example, the implementation of new technology might be viewed as a threat to job security.  When resistance to change is upfront and direct, it may seem more abrasive.  Staff and board members may immediately oppose any new policies and procedures suggested.  Even though this behavior is frustrating, it is easier to navigate than more subversive actions.  Passive-aggressive individuals may appear to support new ideas or suggestions, but can later attempt to undermine and sabotage any efforts towards the change.

Some circumstances might make for better acceptance of the proposed change.  When there is an external crisis, such as a dramatic decrease in profit and production, or the impending threat of a takeover, people can more easily see the necessity for a solution.  Workers will understand that they must be more flexible if they want to help both the organization and themselves.  Management and those responsible for initiating the change must make sure that the communication is thorough and does not inspire fear.

Another circumstance which may facilitate change occurs when there is an alteration in the leadership roles within an organization.  With new leaders, there is an opportunity to make improvements in the company.   A challenge which may arise with new leadership is that this can create insecurities among workers.  To prevent any resistance, it is important for new leaders to understand and respect the overall culture of the organization.  The culture of an organization reflects the values and behaviors of the workers, management, and the company. Understanding the culture of the organization is so important because it is vital in developing the proper adjustments necessary for helping the company’s needs.

When implementing a change, it is important to have a strategic plan in place in order to make the transition go more smoothly.  The organization must first identify the reasons why the change is necessary and be able to communicate it effectively.  It must be realized that the current strategy or policy is no longer effective or suitable for the company’s situation. The company’s vision and goals must be clearly defined and there must be a means to measure the progress and the outcomes of the change. For example, an organization’s productivity and revenue can be used to measure the effectiveness of the change.  Anonymous surveys are another way to assess the progress and also to understand the feelings of both the managers and workers.

Engaging staff and management is an important process in implementing a smooth transition. When individuals feel a part of a change, they are more likely to become enthusiastic supporters. Workshops and meetings can be used to develop a better understanding of the policies and methods; the understanding of an organization’s culture is especially important. If workers are health conscious, it is unwise to serve coffee and doughnuts at a meeting.  Proper training and education can help employees feel greater confidence and prepare them for the impending changes. Part of effective communication is that workers and management will want to know the exact series of steps will occur.  Before implementing the change, leaders must have a concrete action plan and strategies which address both successful and unsuccessful results.

There are different methods to overcoming resistance. Some organizations will use negotiation strategies and offer rewards as incentives for cooperation.  Other organizations may use more subtle tactics, such as giving those who outwardly oppose the change a prominent position.  This method may help to both help the opposition better understand the necessity of the change and also may allow them to be better observed and prevent any subversive behavior and actions.  Coercion is another way of eliminating opposition; people who resist are punished and companies instill fear to ensure that the change is carried out in the desire manner. Coercion can be useful in an emergency situation; caution must be advised because this can have negative effects on the morale of the company.

Even though change can be difficult, in order for an organization to evolve and keep up with competition.  Resistance is natural because there are many fears surrounding a change in policies and procedures.  Leaders must make sure that the workers and the management understand the necessity of the change and help them to feel as comfortable as possible with the transition.  When workers feel confident in their roles of the company, they are more likely to be receptive to new ideas and suggestions. Their support and enthusiasm will help to generate an increase in productivity, which will help to ensure a better outcome for the new environment.