Running head: ORGANIZATIONAL CHANGE 1

Organizational Change

Student’s Name

Institution Affiliation
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Organizational Change

Organizations across the globe are currently experiencing increased competition, slow

growth, and price pressures, which have prompted the need for change to survive in the

competitive market. However, these dynamics and changes have to be strategic for the

organization to stay ahead of the game. Successful firms are changing continuously by

managing and planning their changes positively and cautiously with the intentions of

boosting their productivity, commitment, and robust involvement among their employees. In

the current competitive market, successful institutions are required to establish a learning

culture, which is proactive regarding its approach based on external and internal forces of

change.

Question 1

Importance of preparing organization for change

For an effective implementation and transition of change, it is paramount to provide

sufficient time for adequate preparations of employees so that they can absorb and embrace

the change efficiently.

i. Preparing organization for change boosts the morale of the staff

When the staff realizes that the leaders of their institutions have taken considerable

time to prepare and familiarize them with new concepts before ushering change, employees

are bound to perform better, outstandingly, and get more involved in the transition process

(Clarke, 2016). Preparations make the staff feel supported and appreciated besides providing

them with all the relevant information required for the change to succeed.

ii. Assist the employees in appreciating the anticipated challenges

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Preparation period for change enables the organization to consider and evaluate the

possibilities of the obstacles which could prevent the firm from achieving its objectives after

initiating the change (Hayes, 2014). Armed with an effective management plan, an

organization will be in a better position to predict and respond to any hindrance that may

arise both during and after the transition.

iii. It reduces cost

Organizational preparation allows the institution to reduce and minimize the cost of

the project transition by facilitating the management team to evaluate their budget

appropriately. Preparedness ensures that the organization has the right people who will

reduce inefficiencies, waste, and costly projects that do not contribute towards the ultimate

objectives of the organization.

iv. Preparation offer opportunities to develop more

The time provided for preparation enables the organization to develop more before

and during the transition. Time facilitates the organization to develop and outline best

practices to maintain and enhance growth and innovation (Dibella, 2007). Preparation is also

critical in developing and nurturing leaders who can create a strong team to drive the goals of

the organization to new levels.

Question 2

Managerial role in facilitating positive change outcomes

The managerial component of the organization has a critical role in ensuring that

positive change outcomes are achieved and assisting other employees in preparation for

change. Firstly, the managerial team should demonstrate unwavering support for changes,
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especially when interacting with staff. There is nothing worse that could jeopardize the

success of change than a managerial team sending mixed message to the employees on their

commitment to change. Such scenarios will only destruct the employees and lose the focus

of arriving at the desired outcome. Leaders should, therefore, lead by example by making

sure every employee is up to the task at the same time providing guidance and direction on

the best way forward (Carter, 2016). Setting a good precedent will assist the employees in the

preparation stage of change and consecutive ushering and implementation of the new

transition.

Involving employees and strategizing a good communication to the rest of the team is

also a fundamental role the leaders play in striving to achieve desirable outcomes. Structured,

systematic, and proactive communication is crucial in minimizing possible resistance and

makes the employees feel they are solidly part and parcel of the new change. Considering

that staff is the nerve center of the change process in an organization, it is critical for the

leaders to make them understand their role in the success of the change and encourage their

participation in establishing new process oriented at enhancing the change (Shea,2016). The

leader must, therefore, demonstrate competency and complete understanding in trying to

harmonize diverse components of the activities in the organization to ensure postulated

changes are implemented successfully.

Question 3

Five areas to asses to prepare organization for change

Critical identification of major areas to asses during organization preparation for

change is important in evaluating the extent of the acceptance and success of the change.

According to Dibella (2007), five areas that require being considered during organization
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preparation for change are attitude and the current effort of the staff towards change,

commitment to change by all stakeholders, organizational climate which facilitates change,

capacity to implement the change, condition and resources available to support the change.

i. Attitude and the current effort of the staffs toward change

The attitude, enthusiasm, and the determination exhibited by employees is crucial in

determining the preparedness of organization to change. In assessing organizational readiness

to change, it is essential to evaluate if the staff is still committed to their task to ensure

successful preparation of change. Current efforts in this context are the contribution the

employees offer regarding ideas and implementation of change. The attitude portrayed by the

staff at this juncture should be positive and bonded to the achievement of the change.

ii. Commitment to change by all stakeholders

Assessing the commitment in this context will be to evaluate the relationship,

coordination, and harmonization of staff in trying to accomplish a common achievement of

change (Robinson, 2016). In this area, it is paramount for both the managerial and staff to

work harmoniously to achieve a common goal. The evaluation of conflicts and resistance at

this point helps leaders to evaluate if the employees are embracing the change together or

they are opposed to the recommended change.

iii. Organizational climate which facilitates change

The climate of the organization especially the managerial part must be conducive to

provide the staffs with a serene environment to internalize the change preparation. It is the

responsibility of the leader in their position to show companionship and make clear some of

the complex concepts of the change that employees could be experiencing (Shea, 2016).
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Besides, more involvement between the leaders and staff should be encouraged to ensure

everyone works towards achieving their common goal.

iv. Capacity to implement the change, conditions, and resources available to support

the change

The leaders should ascertain their capability to implement new change during the

preparation stage. Thus, this should be based on the availability of resources in terms of

finance and ideas (Amarantou, 2017). When leaders get assured that the available resources

can sustain implementation of change, they can mobilize and motivate employees to offer

their best towards the achievements of the set goals.

Question 4

Assessment method to organization preparation for change

Different methods can be employed to assess the areas that have been mentioned in

the above question. Considering that the area that has been identified is almost similar, using

observation skills, conducting interviews, and the use of questionnaire would be ideal

methods for collecting information. For instance, to determine the attitude and commitment

of staff regarding change preparation, observation can be used. Fundamentally, this can be

evaluated by measuring the contribution individuals are offering towards the change

(McGuinness,2016) Moreover, the inappropriate attitude such as cold relation towards

change, concealed resistance to change, and unwillingness to support a proposed change can

be identified by observation.

Interviews can also be conducted among the members of the board to facilitate a

smooth transition to change. Depending on the views, response, and opinions of individuals

during the interview, one can conclude the attitude, commitment, and organizational climate
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around people regarding the change. Determination if the resources of the organization can

support the change can be established thorough questionnaires. A set of questions can be

framed and have the relevant personnel answering on what the company has or has not done

in the progression of achieving change (Marquitz,2016). From the feedback of the relevant

individuals, one can pinpoint if the organization has what it takes to implement the change.

Question 5

How information collected would determine organizational readiness to change

From the assessments method employed in this paper, the responses and the findings

gathered can be used to measure if a particular organization is ready to change or not. In the

event employees are focused and volunteer to support to effecting the new change, then it can

be drawn that the organization is prepared for change. Moreover, if the managerial part is

having a warm relationship with the staff in attempts to implement change, then it can be

further concluded that members on board are moving in the same direction of change. One

can understand the level of preparedness of the organization to change after collection of data

regarding commitment of management in the allocation of resources (Gibbs, 2017). If during

the assessment method there are complains among participants regarding change while others

are resisting and contributing unwillingly, such organization is not ready to change. The

behaviors of the staff and organizational leadership as recorded from the assessments method

can be used to tell if the firm is ready or not ready for a change.

Question 6

Strategies that would facilities organization readiness for change

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Several strategies can be employed to facilitate and enhance organization readiness

for change. One of the fundamental components of improving institution readiness for

change is motivation. Motivation stirs up, rejuvenates, and helps people to become relentless

in their quench to achieve what seems right to them. Through motivating, informing, and

enlightening people on the benefits that change is likely to yield, individuals get more

focused and determined to see significant changes happening to themselves and their

professional careers in their places of work (Aas, 2017). Essentially, motivation gives the

employee the zeal to be involved and be part of the successful team, and therefore, they work

hard to contribute ideas, innovations among other financial resources that will facilitate the

success of the change. Secondly, the most important part is to reach out to those who are

relatively opposing the new approach (Bridges, 2017). Having deliberation with these people

will help them to understand the prospect of the proposed change and the need to move

together to achieving the common goal of the organization.

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References

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