CHANGE MANAGEMENT: In this 21st century world, engagement-oriented and process-

focused approach to the management of organizational change enables collaboration between

leaders, managers and staff in the implementation of plans and process changes. In order to
achieve this collaboration leader must be always participative to a set of organizational values
and leadership behaviours that can contribute to employees becoming more committed to their
organization and its goals, and cultivating better labour-management relationships. It also helps
bridge the typical gap that often exists between leaders/managers and their staff, and contributes
to a more adaptive, resourceful and resilient behaviour during periods of change.

Following appear to be the foundational elements of the approach to managing organizational

change in organisations.

 High staff involvement in the change initiatives

 Sharing “appropriate” decision-making responsibilities among management,
supervisors and staff.
 Sharing of power as appropriate for the circumstances

CONSULTATION: Successful implementation of an organisation development strategy relies

on effective consultation and meaningful participation and engagement of employees. Critical
factors that influence successful implementation of the organisation development plan can be due
to improper consultations. Therefore, establish open communication channels that allow all staff
to ask questions and challenge ideas, approaches and methods. It is also critical to articulate the
chain of command or the lines of communication so all staff know who to communicate with for
specific issues. Involve staff in generating ideas on the best way to communicate with customers
and manage their feedback. Outline a plan for involving staff in how customers are to be
informed of the change.

EVALUATING THE PROCESS AND OUTCOMES: Outcome evaluation assesses the

effectiveness of a program in producing the change in organisations. Outcome evaluations focus
on difficult problems faced in organisations. Process evaluations help stakeholders see how a
program outcome or impact was achieved. An organisational assessment is a systematic process
for obtaining valid information about the performance of an organisation and the factors that
affect performance. Therefore to have proper access to the information and proper evaluation the
organisation must have monitoring of records.
For example, when in was in Bhutan, I am working as an Administrative officer in Government
office. As all organisations had to set their target and goals to achieve, Administration is one of
the Department which deals with human resources where it’s difficult to set the goals. The
evaluation of civil servant is done based on their performance within the planned fiscal year.
Therefore, monitoring records of an individual is very important to assess their performance and
the awards or promotions will be given based on their performance.

GENERATING IDEAS AND OPTIONS: The ability to generate new ideas is an essential
work skill that every organizations are looking for today. We can actually acquire those skills by
consciously practicing techniques that allows our mind to come up with the new connections
where we break our old thought patterns and consider new perspectives for an organization.

As we know more brain is more capable of coming up with new ideas than a single brain. So lets
use brainstorm strategy in an organization to support organizational development in formal
meetings or informal sessions within colleagues.

MANAGING CONFLICT AND RESOLVING PROBLEMS: Conflict is inevitable in an

organization or business. Conflicts can arise from a variety of sources, and between supervisors
and subordinates, between co-workers, and between employees and customers. In an
organization we had to be ready to accept any kind of conflict as a natural growth process and
had to view it as a constructive conflict positively.

Conflicts can help organization learn from it’s mistakes and identify areas of most needed
improvement. Innovation can be stimulated from creative solutions to internal and external
conflicts, and can be taken as a new ways of thinking whereby we can part take and support
organizational development.