(Ethics and Comunication) Reflection on organizational change - Article Example

Organizational change is something that we are naturally inclined to be against. Human nature is to feel comfortable with what we already have. This is because we feel insecure over things that we have no control over. When we are comfortable with our surroundings, we feel like we are in control or have some kind of power over our circumstances. The reality is that we do not have control over the majority of things in our lives. Organizational change may involve a change in work personnel, a change in work hours, or an adjustment of pay.

All these things are in the hands of someone else—someone who has power over us and can instruct us what to do. Whether the change is big or small, it will still impact us. Unsurprisingly, we react to change by putting up a wall around us to protect ourselves from the effects of change. However, there are those individuals who embrace change and its effects on their lives. The good thing with this attitude is that if the organizational change results in a good outcome, the people who embrace change will be the first ones to reap the rewards.

The downside to this mindset is that if the organizational change doesn’t go so well, these types of people will be the first to bear the full force of its effects. I believe that organizational change can be a good thing if conducted in the right atmosphere and if the wider organization can come to a consensus. The best type of organizational change is change that is accepted by the wider majority so its effects will then be lessened. I myself am sceptical of change because I see no need for changing something just for the sake of changing.

If an organization is already running smoothly, then there is no need to upset the balance in the organization.