Change Management In Organisations Essay Example | Topics and Well Written Essays - 2000 words

Change Management In Organisations - Essay Example All this makes us a number of fronts that any huge corporate has to tackle, with its given or potential resources. Therefore, the ability to rapidly and effectively settle in to all such environmental challenges is now perhaps a very crucial factor for the success of any organization in today’s world. As a consequence, the success of an organization is not just building upon a single competitive advantage which can be derived from its production techniques and facilities or its financial backing which gives it economies of scale or negotiating strength, but rather its ability to embrace the changes that are posed by the environment. An organization which can work on ideas that are not very conventional can deal with the new situations with enough flexibility and accommodate the changes and we can consider it to be perhaps one that can sustain growth over a longer period of time successfully. Need for a change: The need to adapt ‘change’ is critical all organizatio ns which aim towards sustainable growth. Although people are progressively becoming more and more aware of an urgent need for change, in most of the cases many significant organizational change initiatives actually fail to even meet minimum requirements and are therefore unable to deliver the desired results as expected by the change sponsors. As per few studies that have been carried out, it has been estimated that somewhere around 40% to70% of the total change initiatives in huge organizations have failed (Burnes, 2000). Activities that are pertinent to the implementation of ‘change’ in an organization should primarily focus on the changing motivations and the behaviors of organizational stakeholders. Fundamentally the human resources in view of the fact that they are the most vital assets that an organization possesses which can be leveraged for the improvement of organizational outcomes. Change needs to be properly managed. It cannot just be implemented in a single wave. A radical change can be highly risky and may turn out to be a big failure as the people affected by the change may backfire to resist it and leaving no future scope of attempting to bring even a gradual one. Change management can be defined as the preamble and administration of an initiative which is designed for â€Å"renewing an organization’s direction, structure, and capabilities to serve the ever-changing needs of external and internal customers† (Moran & Brightman, 2001). Motivation to Resist Change: Despite the critical need for change and the prospective positive results that are expected to be a by-product of the change, in most cases the internal customers i.e. the human resource are always highly motivated to challenge any changes to the status-quo. Negative reactions from the employee can be highly damaging for organizations. This is due to the fact that change initiatives are commonly associated with destructive effects such as employee withdrawals o r downsizing, lower levels of productivity and psychological pressures. Machines are made to work for long hours without compromising the accuracy and quality of work, for example. A change initiative to implement a new information system may