Organizational Change Management: Introduction: Learning organizations transcend

Question

Organizational Change Management:

Introduction:

Learning organizations transcend political boundaries and organizational cultures in multiple different ways. For example, a start-up organization will go through various different complex situations in their business as setting up Operations that is responsible for customer deliverables is the most important requirement for any business. When that is initiated, other aspects pertaining to people, availability of raw materials from suppliers, processing procedures, availability of standard operating procedures, guidelines, quality standards, checks and balances for the accuracy model, sales & marketing, customer-facing teams etc., need to be an integral part of the core functions that looks after each other in various different modes for their individual deliverables.

There will be several political barriers that a new organization needs to go through while they set up their system. For Example, A knowledgeable resource without good communication skills suffers from burn out situations where someone else presents the ideas of the former to get credits. The political situation starts from here. Like this, there are several examples where organizations fail to learn from their mistakes and come up with a lot of preventative measures. Cultural barriers is another drawback for a learning organization (if it is globally located) cultural differences of employees located in different locations becomes a hindrance to delivering better performance & productivity. Learning organizations can overcome this only by means of recording the lessons learned and taking corrective and preventive actions during the course of their stabilization.

The situation that involves organizational change & its resistance:

In my organization, six months back there was a cultural change and it was managed in the following ways. For the understanding purpose, let us consider the following business situation. Executive Board Members have decided to sell the organization to a private equity firm. How does this change get communicated to staff? For a Public Limited organization like mine, Leadership team need to announce the change in public with what is the change, why are we making the change, when/how/to whom etc., details to be made available. This is a huge change and this is likely to have an impact on people due to various different HR related people policies. First and the foremost thing, my organization did is to ensure people do not panic about their job security. This was addressed by the chairman in the town hall organized for all staff. Later they announced the changes step by step on various aspects how it makes sense for the company to sell its portfolio to a different private equity firm. How some of the disadvantages that we had in the parent organization is overcome by bringing this change etc., were clearly explained to staff.

The above-mentioned scenario is a classical example that my organization strongly reflects the characteristics of a learning organization. They don’t make some announcements which don’t make sense to people. The executive committee forms a focus group who discusses various FAQ’s from people and ensures those questions are answered during the announcement to reduce or eradicate staff making rumors or grapevine about the change. Here the cultural diversity plays a significant role. HR managers and senior leaders from the respective geographical locations need to ensure the communication of this cultural change is done to their staff in such a way that it doesn’t create a panic situation and the language that is best understood by the staff need to be communicated. These are the various initiatives management need to do in order to facilitate a strong working culture in a new organization.

Overcoming resistance to change using Kotter's eight-step plan:

Kotter’s 8-Step Process for Leading Change in organizations equips business with tools, techniques, and methods for transforming them rapidly, consistently with the influential output.

Organizations need to be evolving in nature for lasting longer. These Kotter's 8 step process is designed to help and support organizations develop the mindset and expertise required successfully overcoming and leading the change.

These 8 steps are,

Explanation / Answer

Summarize an cite this article major points and discuss how each point impacts your understanding of change theory and implementation. Think about what in that article would help your organization to understand organizational change management.

Nelson, A. (2008, May). What really moves people: How learning changes employees. Chief

Learning Officer, 7(5), 34-64.

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