MS 25 IGNOU MBA Solved Assignment - State the reasons for the change to occur in organisations and substantiate it with illustrations.

State the reasons for the change to occur in organisations and substantiate it with illustrations.

Ans :

Change is difficult, especially when it involves an entire organisation. When you’re making high-level changes, there are a lot of factors that need to be assessed. As well as plenty of things that can go wrong. Let’s look at the top reasons change fails and what HR should consider when developing a change strategy.

1.          Lack of preparation – this is a critical step in the change management process. A strategy must be formed before change begins. When change is hastily implemented, important details will be missed and it will not receive the support necessary to make organisational change a success.

2.          Change Comes from Outsiders– change must occur from within the organisation. Having the input and guidance of an outside consultant or a change expert can be beneficial for providing reassurance and credibility to the change project. But, in the end, people need to know that change is something the leaders of the organisation believe in and not just an outside consultant’s recommendation.

3.          Change as an Option– leadership must commit to the change then guide the company through it. Change should be presented as a concrete plan, not an option, otherwise it will never happen.

4.           No Change Management Team – have a designated team in place to make the decisions involving the organisational change. Let someone from the team handle questions and guide employees through the change process. The team should be comprised of leaders and management who understand the necessity of organisational changeand are qualified to make change decisions.

5.            No Employee Feedback– it’s important to encourage the involvement of those who are expected to implement the change. When employee input and feedback isn’t taken into account during the change process, it can create resentment and resistance. That will inevitably undermine the goals of the change.

HR plays an important role in the success of organisational change. The HR team should be involved in developing the strategy for change because people are such an integral part of the process. One of the tools HR professionals can use to help improve the change process is 360 degree feedback. 360 feedback can help identify future leaders, develop current leaders, and collect valuable feedback throughout the change process.      

What organizations can change fall into the following broad areas:

1. Mission, Vision, & Strategy: Organizations should continually ask themselves, "What is our business and what should it be?" Answers to these questions can lead to changes in the organization's mission (the purpose of its business), its vision for the future (what the organization should look like), and its competitive strategy.

1. Technology: Organizations can change their technology (for example the way they produce whatever they sell) in order to increase efficiency and lower costs.

1. Human-Behavioral Changes: Training can be provided to managers and employees to provide new knowledge and skills, or people can be replaced or downsized. As result of the recent financial crisis, many organizations downsized creating massive unemployment that continues to this day.

1. Task-Job Design: The way work is performed in the organization can be changed with new procedures and methods for performing work.

1. Organizational Structure: Organizations can change the way they are structured in order to be more responsive to their external environment. Again to be more responsive to the marketplace, this also includes where decisions should be made in the organization (centralized or decentralized).

Organizational Culture: Entities can attempt to change their culture, including management and leadership styles, values and beliefs. Of all the things organizations can change, this is by far the most difficult to undertake.