Organizational Change for a better progress

 

Why Organization requires a change

To have a better growth, performance or find new entities or model for business, organization need a shift from the current running mechanism to another. This can be come as a technological, conceptual, process, behavioural, or entire cultural shift. Therefore, to make a shift from the current mechanism, the leadership should deeply understand and analyses some critical factors before moving on to a shifting the pattern. Otherwise, that  can be created an unexpected result. Therefore, leaders must know the exact change that requires to the organization before effectively lead it.

Organizational Change is a complicated, energetic, and exciting process. For a successful change, clear vision should be developed and shared across the entire organization. And that must be collaborated with the implementation strategies and approaches to reached to the desired results and objectives. Successful and progressive change can help to structure the organization future to be in a stable and survival stance (Paton & McCalman, 2008)  

 

Organizational Change

There are three types of change can be occurred in an organization. All these changes would lead organization to be positioned at a secure and safety position with the existing challenges (Anderson & Anderson , 2010)

Ø  Developmental Change.

Ø  Transitional Change.

Ø  Transformational Change.

Developmental Change

Developmental change represents the improvement of current existing skill, knowledge, practice, or standards on the performance. To execute a Developmental change, organization can be approached through training, skill development, communication, awareness, and process improvement. In this type of change, organization leadership challenges only the current existing practices. They focus to strengthen or make correction to the current processes or practices. The primary motivation of this change is the improvements that reached out from the current level to the next best level of perform the task. Therefore, during a developmental change may not create a big impact on employees and even in the organizational culture.

Image 01 : Developmental Change of an Organization (Anderson & Anderson , 2010)

Transitional Change

In a Transitional change, organization focus to find long term solution for the problems. As a result of this, Transitional change can be occurred in the organization. During this change, organization approaches to redesign the strategies, structures, system & processes, technology, or work practices. That drives through controlled processes, support structure, and with agreed timelines. Compared with the Developmental change, Transitional change is much harder task for an organization. Because organization can use limited and tight resources to execute the change.

Image 02 : Transitional Change of an Organization (Anderson & Anderson , 2010)

Transformational Change

This is the entire cultural change of the organization. This is a total paradigm shift of the entire organization. Employee mindset to behaviours to all the other aspect of the business should adhere with this change. This change occurred for the survival of the organization. The leadership must take the crucial decision without any further delay for a Transformational change. Leadership breakthrough thinking is so critical and vital for search for opportunities to make the organization stable. There would be lot of check and adjustment happened, since this change is an unexpected and unplanned one. Through a continuous process development with the involvement of the entire leadership, Transformational change can be drove successfully.

Image 03 : Transformational Change of an Organization (Anderson & Anderson , 2010)

Conclusion

In any organization need to face changes due to the requirement of the organization. That may be due to internal factors or external factors. Organization search change to drive for better results, sometimes organization can be pushed for change for the survival. With the proper understanding and analysing, leadership should take critical and crucial decision for the change. That organizational change would support to stable and drive for greater results.

References

Anderson, D., & Anderson , L. A. (2010). Beyond Change Management: How to Achieve Breakthrough Results Through Conscious Change Leadership. San Francisco: Pfeiffer- A Wiley Inprint.

Hicks, K. (2020, May 12). https://www.zendesk.com/blog/. Retrieved from https://www.zendesk.com/blog/change-management-models/

Paton, R. A., & McCalman, J. (2008). Change Management: A Guide to Effective Implementation. London: SAGE Publications.