Organizational Change
Everything in this universe does not remain in one state. Everything changes with the passage of time. Whatever the reasons are but they do change. Likewise, Organizations also change their state with time. The process of change in the state of an organization is known as ³Organizational Change´.

Types of Organizational Change
Organizational change occurs for reasons that originate external to the organization, as well as internal to the organization. Resource dependence theory argues that both environmental and organizational constraints impact organizational change. However, the interaction of external and internal sources of organizational change has been under theorized and understudied. So the types are: 1. External Sources of Organizational Change 2. Internal Sources of Organizational Change

External Sources of Organizational Change
On the basis of how we classify environment, we can determine the areas that are external sources of change. The environment has following areas that are external sources of organizational changes:  Economic. These are competitors, suppliers, interest rates, unemployment, income settlement, credit policy, gross domestic product, inflation, the level of international trade etc. All these factors affect on the need for changes in the organization. You need to track them in order to make the right decisions for change.  Technology. Technology is the use of knowledge, methods, techniques and means that transform inputs into the output in one organization. The rate of technology effects as external sources of organizational change varies from industry to industry. Each entrepreneur must follow the development of technology in its industrial branch and to use the latest achievements in the development of their own business. It will ask for organizational changes.  Socio-cultural. The external environment as a source of organizational change present peoples values, habits, norms, attitudes and demographic characteristics. Every society has different sociocultural characteristics based on the region, ethnic basis, settlement, etc. All these different factors affect the business.

taxation« These sources of change must be respected by entrepreneurs and must be incorporated in the work of their companies. we can use the same way in defining internal sources of change based on the internal environment of the organization. strikes. The structure of the organization does not allow the appearance of chaos in the work. which is a new way of functioning of the process or organizational changes.  Political. Employees are they which must take the initiative to change their work places. because any problem will seek a solution. Internal Sources of Organizational Changes Internal sources of organizational changes are forces which appear in the interior of the organization. It gives the mutual relations of all components of the organization. Political area contains elements such as legislation.  The decision-making process is a choice of direction of the people. which currently holds the whole world. Country where exist company is a narrower environmental of that company. We can have the best structure and the best process. People in the organization can be managers or employees. The global crisis presents an example.  Communication process is the dissemination of information between people in the organization. As well as in external resources. but the wider environment as internationally. something that according to the function. the stability of government. but all they represent a source of organizational change. norms and procedures. Processes in the organization can be different.  Management process ± management as a process-managing people in the direction of fulfilling the organizational goals. Processes in an organization represent all the activities in order to transform input to output. These processes are the sources of internal organizational changes. recently had an increased impact on the business because of the increasing globalization of markets. and now we¶ll show some of them that are most relevant to business:  Technological process is a process that transforms raw materials into the products or services. . Over time. International. Controlling these organizational changes is easier for entrepreneurs and managers because they are from inside the organization. or changes in work tasks for more efficient and effective performance. we will not be able to perform anything. What is the internal environment of the organization? Most simply. Organization as a system consists:  People  Structure  Process Peoples are that who carry out all activities in the organization. the internal environment of the organization is all that is within the organization. management control. organizational structure cannot answer to the needs for efficient and effective work of the organization and become internal source of organizational change. and that will have a value for consumers. What happens on the global market affects every business. but without people in the process of transformation of the input to the output. Organizational structure defines the place of employees in the organization according to the hierarchy and the role of them through the rules. This area as an external source of organizational change deal with the laws and bylaws retrieved by the parliament as well as regulations issued by the government. political situation in neighboring countries.

employees are effectively undermining the future changes with negative informal communication«the company grapevine. you should ask more from your employees. You should concentrate on effective delegation during the early stages of the change process. give employees an opportunity to give you input. and fears. Involve employees in the change process. Expand communication channels. You can ³beef up´ communication. Require performance improvements and make the process challenging. but for employees as well. It is also important that you assure the employee that if there are problems. Don¶t try to cover all the bases yourself. 1. the better off you will be implementing the change. 2. This adds another dimension to the already difficult situation: guiding the employees through the change. During change. Unfortunately. Now more than ever. raise your levels of expectations and theirs. It is expected that more work needs to be done during the change process. It is critical that managers and supervisors understand what employees are feeling regarding the change. people do. Once the change has been announced. Start by becoming more available and asking more . The change process usually means that normal communication channels in the firm need to be enlarged. At this time. While it may be most practical to expect less in terms of performance. Interview employees regarding their feelings. After all. The sooner you involve employees in the process. Concentrate on effective delegation. your employees will be hungrier than ever for information and answers. Effective delegation is particularly good for two reasons: first. organizations don¶t change. Employees are not so much against change as they are against being changed. so reach for the opportunity and push them to try harder and work smarter. and second. First. A formal communication channel is more effective at implementing change than a negative informal one. employees are more likely to alter their work habits. Implementing change requires the ability to market and to sell. 3.Dealing with Organizational Change Change proves to be a challenge not just for supervisors and managers. Any time managers are going to implement organizational change. but remember to keep goals realistic in order to eliminate frustration and failure. 6. while their heads are stuck in the sand believing that no one else knows. it is important that you personally ask for each employee¶s commitment to successfully implement the change. Too often managers and supervisors feel they must use self-protective measures. They start by trying to police all activities. especially during organizational change. 4. Raise levels of expectations. If a negative employee does not tell you. Involvement positions employees to share responsibility for change. there is always a lag between the time the change has been discussed at the management level and the time the change is going to be implemented. Ask employees for commitment. 5. It is only when you accurately understand their feelings that you know what issues need to be addressed. Managers like to play like an ostrich and believe that they are the only ones who know about the changes that are going to take place. you want to hear about them. concerns. it helps you manage and maintain your workload. it gives your employees a sense of involvement. It is difficult to effectively sell without understanding your buyer¶s needs. they will tell other employees why the change will not work. The following are eight suggestions that will help managers and supervisors guide employees through organizational change.

Be firm. 7. More importantly. Second. leave an affirming message on their voice mail. As you introduce a change. take them aside and tell them what a great job they are doing. Maintain your visibility and make it clear that you are an accessible boss. try to compensate your employees for their extra effort. it is almost impossible to over communicate. Write a brief note of encouragement on their paychecks. positive. and enthusiastic. Abandoning it halfway through the change process accomplishes two negative impacts. Your attitude is the one thing that keeps you in control. Keep a positive attitude. try to instill organizational change as a personal challenge that everyone can meet«with success! . Remain flexible.questions. listen to their comments and suggestions. be a careful listener. the change will pass by. even if you lose your job and become extinct in the process. 8. and flexible. it tells every employee that if you take the stance of a dinosaur. Get employees¶ opinions and reactions to the changes. Try to remain upbeat. First. Last. clear up rumors and misinformation that clutter the communication channels. Strive to be specific. it is important that you see the change through to completion. Your attitude as a manager or supervisor will be a major factor in determining what type of climate is exhibited by your employees. Remember. keep employees updated on a regular basis. Foster motivation in others. Just letting your employees know that you have no new information is meaningful information to them. because you will have to adapt to situations to successfully implement the changes. During times of transition and change. it destroys your credibility. Second. committed. Change can be stressful and confusing.

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