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It is the change that takes place in an organization. Its aim is directed towards flourishing of organization and enhances development. The changes that initiate changes in an organization are internal and external forces. Internal forces take place within the organisation while external forces take place outside the organization. The change process consists of three steps they are unfreezing the status, movement to a new stage and refreezing the view change to make it permanent. Organizational resistance is the attitude or behavior that’s shows disapproval for a particular change in an organization. Social learning is a means of learning where people learn through observations and direct experience. Factors like analysis of pre-behavioral, actual behavior and its consequences help in modifying the behavior of employees in an organization. The successful management of organizational change is influenced by factors like environmental influences, whole view of organization, support of top management, employee’s participation, open communication, incentives and rewards.
Organisational Change is the change that takes place in an organisation. These changes are aimed at flourishing of an organisation. It refers to setting up new production methods, producing new products, restructuring of organisation, adoption of information technology and change from public to private ownership and vice-versa.
These changes enhance development in organisation and make them competent in global market. The changes that initiate changes in an organisation can be broadly divided into two categories and they are internal and external forces. Internal forces are the one that takes place within the organisation. The characteristic of these internal forces are:-
1. Change in leadership
2. Change in Employee Profile
3. Change in Employee morale and motivation
4. Union Influence
5. Implementation of new technology
External forces are the one that takes place outside the organisation. The characteristics of these external forces are:-
2. Economic fluctuations
3. Social trends
4. Global Politics
A successful and efficient organisational change process involves three major steps and they are identifying the need for change, cultivating a new behaviour or substitute a feeling comfortable with the new situation. According to Lewin model, the change process comprises of three steps and they are:-
1. Unfreezing the status co
2. Movement to a new stage
3. Refreezing the new change to make it permanent
According to Continuous Process model, the treatment of change is taken from the perspective of top management. In this model, the top management determines the effectiveness of the change process by evaluating various indications of organisational productivity or employee’s morale.
Organisational resistance can be defined as the attitude or behaviour that shows disapproval for a particular change in an organisation. It serves as a feedback to reconsider the proposed change. It can be used as tool for the betterment and benefit of the organisation. It has six major sources and they are:-
1. Structural Inertia
2. Limited focus of change
3. Group Inertia
4. Threat to Expertise
5. Threat to Established Power Relations
6. Resource Allocation
There may be individual as well as organisational resistance that may resist the change in the organisation. There are methods of overcoming the resistance to change and they are education and communication, participation and involvement, facilitation and support, negotiation and agreement, manipulation and cooptation and explicit and implicit coercion.
The factors that influence successful management of organisational changes are environmental influences, whole view of organisation, support of top management, employee’s participation, open communication, incentives and rewards. The changes in the organisation are carried out to improve the performance of four basic elements. These elements are human resources, functional resources, technological capabilities and organisational capabilities. There should be some strategies that need to be implemented for organisational changes as to have better results from it. These strategies of changes can be classified as evolutionary and revolutionary. Evolutionary strategy of changes is the one that is gradual, incremental and specifically focused in its implementation. Revolutionary changes are the one that is sudden, drastic and organisation wide in its implementation.
An organisation needs to be effective as it utilizes its resources in a way that maximizes organisational ability to create a value. An effective organisation is the one that secure scarce and valued skills and resources from outside the organisation. It coordinates creatively with resources and employees skills and efficiently converts skills and resources into finished goods and services. There are some factors that help in building effective organisation and they are sensitive training, survey feedback, process consultations, team building, inter group development, innovation.
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