Organisational Change & its Forces of Change

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Organisational Change & its Sources of Change

Organisational Change

The change in an organization is important to stay in the competition between the competitors in the business. Change is an inescapable part of social and organizational life.

The concept of change in organization may be wide change or small change.

Small change in organization may be like adding new persons, modifying a program wide. Wide changes will be like lay off, mergers, new technologies and collaboration with a major company.

Nature and Cause of Resistance of Change

Employees can also resist change because they will find some new technology and program to learn and there will be new challenges to face and achieve new goals, but rather they will have fear of unknown future and about ability to adopt it. (De Jader 2001) Argues that “Most people are reluctant to leave the familiar behind. We are all suspicious about the unfamiliar; we are naturally concerned about how we will get from the old to new, especially if it involves learning something new and risking failure.”

Forces (Sources) Of Change

An organization can have many different forces for change its organization. Awareness of these forces will be helpful to the managers to change their organization by implementing these changes accordingly in time.

There are both external and internal forces which are discussed here under:-

External Forces

External forces for change will be originated outside the organization these force of change may have global effects, because organization generally have an external change when they are eventually find that they are running or going out of business.

There are basically four key factors for an external change which are discussed below:-

  1. Demographic Characteristics-

    The manpower plays a vital role in business. It is like the essence of business while managing effectively in varied work force. This manpower is very varied. Because of the above the establishments have to manage more efficiently in order to receive involvement and dedication to the work from the workforce.

  2. Technological Advancements:

    As the technology is rapidly changing from day to day, they are new innovations, applications which will make the work quiet easy. It is very important to many organizations to use technology and its applications as a means to improve productivity and market competitiveness. Both manufacturing and service organizations are increasingly using technology. The best Example is most Banks in Tanzania using Automation Teller Machine.

  3. Social Factor:

    Mostly all the factors of the change factors of the involves in the public around. Change in the technologies is socially good if the technologies are developing the surroundings. The change can bring the whole turnover of the company but it can happen only with the support of the employees. Unless there is a co operation from the previous employees there may not be any use in the change of management. So change in management first step is to gain support and co operation from the employees is being affected by this. If there is no support then it will be a high risk in change of management.

  4. Political Pressures:

    Substantial changes can also be a force due to political events. For example, the shift from socialism economy to liberalization of economy in Tanzania created many new business opportunities. Although it might be difficult for an organization to predict change in political forces, many organizations hire lobbyists and consults which can be helpful in detecting and responding to social and political changes.

Internal Forces

  1. Human Resource problems/projects-

    Human Resource is another area where an organization can change inside the organization. The management has to decide the change of skill-level of its workers and need to change the level basing on the performance of the workers. Perceptions and expectations, attitudes and values are also a common focus on organizational change.

These problems derive form employee perceptions about how they are treated at work and the match between individual and organization needs and desires. Dissatisfaction is also a symptom of an employee underlying problem which should be addressed. Absence of employees in a high level and turnover may also be a force for a change. Organizations can respond these kinds of problems by various approaches like, by implementing reasonable job previews, by reducing the role conflict of employees, burden and uncertainty and reducing the stress of the employees. Anticipation from the employee’s participation and suggestion for a positive change.

  1. Managerial Behaviour/Decisions-

    Interpersonal conflicts between managers and their subordinates is also a sign where change is needed. Behaviour of the employees or managers inside the organization is very important in the organization where managers and their team are directly related to the organizational value. In such cases both manager and employee need interpersonal training or they have to be separated. Managers with leadership qualities and taking the appropriate decisions inside the team are one of the solutions for this kind of problem.

  2. Resistance to Change-

    In today’s economy, change is all-pervasive in organizations. It happens continuously, and often at rapid speed. Because change has become an everyday part of organizational dynamics, employees who resist change can actually cripple an organization. (Mullins, 2005).

Resistance is a compulsory response for any major change. Individuals will rush o defend their status quo if they feel their security or status is threatened. Resistance may be the conduct which may serves to maintain the status quo in the face of pressure to alter the status quo. Individuals are not ready to resist the change, but rather they may be resisting the loss of status, loss of pay and comfort.

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