Organizational Change
Change is a quite complex process. It is the nature of people that nobody instantly becomes ready to change. Resistance to change is the most baffling problem, which the manager has to face. The resistance to change may be caused by a host, economic, social or psychological factors. It may be implicit and explicit and individual or collective. Implicit resistance may be manifested through resignation, tardiness, low morale, and lack of motivation, increased absenteeism and increased requests of transfer. Explicit response on the other hand may assume the form of strikes, go slow tactics, violent behavior and sabotaging activities. There may be the resistance on the individual level as well as on organizational level.
We know that, change is the law of nature. Similarly, change is a necessary way of life in the most organization. The term 'organizational change' implies the creation of imbalances in the existing pattern of situation. When a business organization operates and functions for a long times an adjustment between its technical, human and structural setup is established. Organization change refers to the alteration of structural relationships and role of the people in the organizations. It means alternation of the status quo of the organization. In other words, organizational change means planned change or alteration in the role and relationships of the people, technology and environment in the organization in order to improve its overall performance. People get adjusted and get used to a set of working relationships, social groups and a set pattern of organizations and individual life. So long as this equilibrium exists, it is easier for the people to adjust in organizations. But when a change is introduced, the existing equilibrium of relationships is disturbed and the problem of new adjustment is created.
The following definitions given by various experts are as follows:
"Organizational change is a rational response to changing requirements for organizational survival, growth and effectiveness." – Albanese
"Organizational change is the intentional attempt by management to improve the overall performance of individuals, group and the organization as a whole by altering the organization's structure, behavior and technology." – Invancevich et. al.
"Organizational change is alterations in the operations of organizations that are either planned or unplanned and are a result of either internal or external influences." – Greenberg and Baron
From the above definitions, change refers to an alteration in a system whether physical, biological and social. In other words, organizational change is the alteration of work environment in the organization. It implies a new equilibrium between different components of the organization like technology, structural arrangement, job design and people.
Nature and Characteristics of Organizational Change
- Change takes place in all parts of the organization but at varying rates of speed and degrees of significance.
- Organizational change aims at improving overall performance of the organization. More specifically, it aims at organizational survival, growth and effectiveness.
- Change results from the pressure of forces which are both outside and inside the organizations. It disturbs the existing equilibrium in the organizations.
- Organizational change takes place through change in individual members of the organization.
- Change may affect people, structure, technology and other elements of the organizations.
- Organizational change means any planned or intended change.
- Organizational change means the alterations that take place in the entire organization i.e. its people, their relationships, technology and internal environment.
- Organizational change process implies learning as well unlearning certain things.
No comments:
Post a Comment