Change Management The People Side Of Change

1877 words - 8 pages

How employees within an organization can attempt to resist and block change without displaying overt opposition?

Introduction
We live in a turbulent world were every day the rising sun brings in new inventions and discoveries. The world has gone global and no place is big or small today. Technology is growing at an alarming pace and things are changing at the blink of the eye. Your new mobile model turns old the another day. That’s the speed of change. That’s the story of competition, Survival of the fittest. Everyday we see newer and newer models of cars, mobiles, laptops, other electronics gadgets, in the market.
What is all this? This is change. Today in the 21st century the speed of change is in the top gear. Nowadays we see individuals changing cars and mobiles as they change their clothes. How are companies able to cope with this changing environment? Catching up with this techno savvy and dynamic market is not an easy go for companies. Companies are going for strategic organizational change management to keep abreast themselves to this competitive market. Change is an ongoing process it is inevitable. Change is necessary for the survival of the organization. Change is modifying or transforming the organization in order to maintain or improve their effectiveness. Change Management has become a common style of management nowadays. Many gurus like John Kotter, Warren Bennis, Rosabeth Moss Kanter, Brunes, Charles Handy, have talked about change management and have come up with effective ways of bringing about change. Change can be change in strategy, technology or policies matters. As rightly put by Brunes that organizational change cannot be separated from organizational strategy they go hand in hand.
Change has no set definition. It can be in any form or shape. Change comes as a need for cost reduction, for the better satisfaction of customer, reduced risk exposure, to increase profitability, for increasing market share, etc. Organisation have to be adaptable to chance rather than being rigid and stiff. Nothing is constant in today’s enviroment, the gainers can become the losers and losers can become the gainers. It’s matter of how adaptable are the companies to the changing phenomena.
Although change management has become a common style of management nowadays the success of Change management is not that enormous. Many cases are seen of the failure of well organized change management. What is the reason behind the failure of change management? Companies are overlooking the human element in change. People are the biggest asset of any organization overlooking them can result in repenting latter. Managers when queried about the reason of failure the common words that were heard were , “ I must have explained the goal properly to the employees”, “ I must have involved more people”, “ I should have spend time with more people”, “ I should have paid attention to the signals of employees”….. More and more companies...

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