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Business Management - Effects of change on large-scale organisations
Effects of change on large-scale organisations
The effects of change on organisations are usually evidenced in one or
more of the following areas:
* people - the employees and management of the organisation
* organisational structures
* technology employed within the organisation
* planning and policies developed and implemented by management
Change may bring about a change in the attitude or behaviour of people
within the organisation, that is, the employees and/or management. This
change in attitude or behaviour may be necessary because of what
competitors are doing or what the clients of the organisation are now
demanding, e.g. the desire for greater levels of customer service and for
better quality products or service provision. Whilst it is not easy to
change people's attitudes and behaviour, unless the organisation does so
there is the potential danger that the organisation will not survive.
Organisational development may be the strategy used to effect these changes
in attitudes and behaviour. This process will affect the way that the
organisation operates as it involves changing the culture of the
organisation. These changes in organisational culture will alter the forms
and mediums of communication carried out within the organisation; the level
of networking carried out between employees; the team building activities
undertaken; and the problem solving techniques and conflict resolution
strategies adopted by the organisation.
This process of organisational development normally involves the following
stages:
* the testing and then analysis of the current culture evident within the
organisation
* the education and training of employees to enhance their work
relationships and personal development within the 'new' culture
* developing team building activities to improve performance
* designing career planning activities for employees
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A change is only successful if the whole company really wants it. If you are planning to make a change, then you need to make others want it. You can create urgency around what you want to change and create hype.
When staffers resist a change taking place at work, they may feel less optimistic and hopeful about their professional future with the company.
When employees spend time focusing on resisting the changes taking place in the workplace, they become less focused on doing the daily tasks associated with their jobs.