Management of Change Customer Inserts His/Her Name Customer Inserts Grade Course Customer Inserts (14, June, 2012) Management of Change -What specific competencies do people in organizations need to have to make their organization change-capable?…
If the organizations fail to accomplish the two objectives they are often considered as “corporate dinosaurs” because they no longer fit to the current business environment (Ashkenas, 1999). In order to make the organizations change-capable there are some significant strategies that should be implemented. They are as follows: Determining the type of Change Perhaps the most difficult task that the organization needs to get involved in is to determine the type of change that it needs to accept. Precisely, in order to design the change-capable strategic issues it is worth to distinguish between two types of changes: Evolutionary Change and Transformational Change. Evolutionary change refers to the constant adjustments, product alterations and enhancements that an organizations need to make as per demanded by the customers. Transformational change refers to the dramatic change in the organization’s core competencies. For Example: Nokia becoming a wood supplier though having their expertise in telecommunications. With the advancements in technologies, organizations have to be capable of changing their core competencies. The best way to think of the need for a change capability is that at least most organizations should be capable of adapting an evolutionary change. But in some circumstances, the need for a transformational change could be vital; therefore it is important to take the necessary steps to prepare the organization accordingly. For this, financial processes should be planned under which funds would be offered to individuals, structures which include some special new ventures that have experienced a major change in past and the rewards system should be acquired under which rewards will be offered to those that contributed in a transformational change within an organization. What Aspects Should Be Kept Stable? In order to adapt a change it is very important to analyze what particular aspects should be kept stable and what aspects should be allowed to change rapidly. This could certainly be a significant facilitator of change. It is partially determined by the type of change that the organization needs to make. Many aspects can be kept stable in case of an evolutionary change but it would be a completely different scenario while adapting to a transformational change. In the case of a transformational change, stability refers to the commitment towards a certain goal, way of communication with the individuals and moreover rewarding and appreciating them for their respective contributions. As aforementioned, much more can be kept stable in case of a continuous evolutionary change. For example, the Human Resources systems and the basic organizational culture can remain constant. Some of the key processes can also be kept stable such as communication with the staff and the measurement of the business success. Dealing with Internal Competition Internal and external competition can be significant in order to encourage a change. It is quite obvious that the organization’s main focus would be to concentrate on its external competition. Competing against your external rivals would certainly be very supportive and helpful but resolving the issues of the internal competition is also very necessary. It is very important for an organization to maximize the focus and provide proper emphasis on internal competitors as well ...
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