Three important elements of organizational change are Thinking: How people under
ID: 425634 • Letter: T
Question
Three important elements of organizational change are
Thinking: How people understand the organization and their ability to learn. How well ideas (management concepts) are tailored to meet the organization's needs, and how well managers communicate them.
Behavior: How people react to change, how it is discussed and the attitudes that exist related to the proposed change.
Infrastructure: The physical environment in which the change takes place, including technology, procedures, organizational structure and the various systems that are of relevance to the work.
(1) List reasons internal and external reasons why organizational change can become a necessity.
(2) "Thinking", "Behavior" and Infrastructure are said to be the 3 most important elements to consider for an organizational change. Which do you deem most important and why?
(3) Research "Organizational Change Models". Choose two. Identify them and set forth their steps below. Use appropriate detail so that readers will understand each step.
Explanation / Answer
1. Internal reasons include obsolescence of existing organisational structure, infeasibility of operations, expansion or scaling down operations as a result of a new opportunity or loss of existing one, change of business strategy etc.
External reasons may be in form of change in the business environment owing to technological changes, change in government regulations, instability or uncertain demand of products, changes in economic scenario, demographical changes, difficult working conditions due to law and order situations, competitors' activity etc.
2. Thinking is the most important part of the organisation's policy towards the change because it aligns the change agents with the organisation's strategic goals. Inability to meet these two can result in derailment of entire change process which is detrimental to the organisation as well as its people.
3. Organisational change models
(a) ADKAR model - This is a goal focused model in which some cumulative goals need to be achieved to accomplish the change. The steps to ADKAR are
(i) Awareness - Recognition of the need of change.
(ii) Desire - Willingness to initiate and support the change
(iii) Knowledge - Know how to change and how it will impact th organisation.
(iv) Ability - Capability to implement the change
(v) Reinforcement - Sustaining the change for long time.
(b) Lewin's change management model
This model comprises of three easy tto understand stages of change.
(i) Unfreeze - This stage signifies preparation for change. It is the stage where the organisation's existing systems and processes are challenged to shed the current ways of doing work.
(ii) Change - Once the existing systems and processes are dismantled, the new desired state of being is developed and accepted into the organisation.
(iii) Freeze - The changed state is freezed into a new, improved organisation.
Related Questions
drjack9650@gmail.com
Navigate
Integrity-first tutoring: explanations and feedback only — we do not complete graded work. Learn more.