Overview of the Organizational Change

Overview of the Organizational Change

 Organizational change is probably one of the few regular organizational management can rely on to happen now and in the future. Logically, those that implement change within organization would hope for a successful outcome that benefits the majority of those involved.

That result of course, is not always the case. I think there are certain organizational change elements that allows for a more satisfying change experience and studies would explore those elements in the course of using the a particular system in actual operation study. The implication will be in line of their study while making the change in the organization. The findings may be helpful to those who must implement change now or in the future operation.

The process of change is an occurrence that takes place in organizations whether it is small or large, for-profit or nonprofit, and industrial or commercial in nature. Given the supporting social and economic situation of today, some form of change is inevitable and has become a common event for organizations and their shareholders. (Akin & Palmer, 2000)

There are many factors can be included such as the fluctuating economy, changes in competition, customer bases, technology, and the ongoing development and evolution of organizations are just some of the issues affecting and contributing to organizational change (Barker & Tompkins, 1994).

For the organization to survive, compete and prosper, changes in policies, members or employees, and products or services must occur over time and assumed additional expenses.

Private companies are certainly no exception to change in all aspect of operational and non-operational issues. As Tierney (1998) stated:

Recent economic, demographic, political and social changes in U. S. society have dramatically come together to alter both the purposes for private and public companies which have asked to change and the resources available to it. Companies must now come up which changes they must pursue, rather than continuously resisting the concept of organizational change (Farmer, 1990).

Since there are frequent changes for private companies in terms of products and services; technology and gadgets; employees etc… It is important to study and plan for its organizational change prior proceeding in taking the process of change to be able to understand, and determine the most effective methods for implementation of the Change Management.

Communication is one important issue in preparing the change within organization (Morgan, 2001). Whether it is the process itself through which the change event is communicates or the meanings created by the shareholders involved in change, communication is one of the key element in understanding organizational change.

Given the purpose of organizational change in private companies, the focus usually takes the process of change and the effects of it within the organization. Both (positive and negative) issues and outcomes will need to show certain explanation on the change process. In addition, we have to come up with results showing, whether it meets the objectives of a certain change in an organization.

Each case will look at organizational change through the statewide implementation of a new master plan in the Top Management of a particular private entity. Particular Methods/Models will be used as their criteria of framework in preparation of a master plan prior to specific change under study.

Top management directly involved in the implementation process, including its Managers/Subordinates, clients and suppliers, internal and external consultants, and other people or entity, which will be affected by the change within the organization. Importance is placed as the top objective of the organizational change then next is the sub-objectives, which are for several reasons, should be included as expected outcomes of change process.

The very nature of change renders an organization’s system of shared importance, which is obsolete. As Eckel and Kezar (2003) stated: “Familiar and long-standing meanings and interpretations – which compose the current negotiated reality – are challenged as the circumstances in the institution finds itself changed”. Hence, if change is to be successful, it is imperative for organizations and their stakeholders to work to create new, shared objectives during times of organizational change – which means to move the process forward.

An organization’s future growth and survival depends on its ability to successfully implement change that has as its goal to ultimately improve the organization in some way. Change elements can positively and/or negatively facilitate the change processes of organizations.

Will post soon the next part of this research presentation... "Definition of Terms"

Tnx for reading...

KSM