02 September 2014

RSS Feed

Organisational Management: Prudence Proves Success

E-mail Print PDF

All organisations are constantly in the look out for bringing in any aspects of change, be it in work culture, in adopting new technologies, or even in company policies in an effort to keep abreast in the highly competitive business scenario.  Suppose the organisations want to stay up to date with the modern technology, they have to make certain changes in their system.

The system of an organisation includes the machinery, product, market and its employees too. This factor makes the management’s decision of organisational change difficult.

There are various reasons for organisational change, such as takeovers, acquisitions, mergers or lay offs etc. If the management fails to handle the situation properly then the organisation has to face the severe problems like:

  • Bad performance
  • Loss of profit
  • Delay in providing service to the customers
  • Annoyed and dissatisfied employees etc

In the process of organisational change, the management has to take firm steps for replacing some of the old system with the new one. For example, a typewriter was replaced with the desk top computers. All the personnel working on the typewriters were asked to take up courses in computers to be able to operate them.

Though the use of computers was opposed initially, employees understood its efficiency after some time and changed themselves.

It is a human mind’s trait that it does not accept the change very easily. When the decision of organisational change is taken by the management, staff reacts as if it is imposed or forced on them. They become emotional and may express their emotions negatively towards the changes. Managing organisational change is more difficult for the management than the staff that has to accept that change. The management has to deal with the change in the system and the staff’s behavior at the same time.

Many employees look at the organisational change as a threat to their employment as many of their co-workers loose their jobs in this process.

The employers need to keep the balance between the employees’ satisfaction and the change. Here are some tips for managing organisational change:

  • Do not impose the changes immediately
  • Communicate the need to have some organisational change with your staff
  • Put in the picture the reasons for which you want to have some organisational change
  • Involve your employees in the procedure of organisational change. This will definitely improve their performance
  • Implement the changes step by step
  • Help your staff understand the changed environment and its necessities
  • Provide training facilities for your staff so that they can be comfortable with the organisational change and modern technology
  • Pay attention to the complaints of the staff, get to the bottom of these objections and make your employees understand that once they settle down and are comfortable with the change, their working environment will be much easier
  • Persuade your staff to take up required courses and give them confidence for using the new technology.
  • Give them sufficient time to get acclimatise to the change
    Be flexible in your approach. Be firm at the same time. Keep yourself reachable and available for all the staff members so that they can communicate their worries with you
  • Do not react negatively to the opposition from your staff. Deal with the difficult employees tactfully. Do not jump into the firing spree.

Though the change is constant, the resistance to any kind of change is also a fact. One can never find people accepting the change without resisting it. The management faces the employees’ resistance to any kind of organisational change. The employees oppose the change because they do not wish to leave the familiar circumstances for the uncertain future benefits.

They also fear that if they do not do well in the changed organisational structure, they might loose their job.The management has to understand this psychology and make their staff comfortable with the idea of change.

If the management tries to implement the changes without communicating the need for that change, then the employees are bound to react negatively. Therefore, instead of forcing the change upon the staff, give them some time to adjust to the idea of change. Provide training facilities and present the benefits of the change before the employees.

The employees are the most affected people by any kind of organisational change. Therefore, understanding their problems and fears and acting to solve the issues is the key for making the employees at ease and comfortable with the idea of change.

There are no fixed answers or ways for managing organisational change. The executives or the management has to understand the staff’s psyche towards the change. Each change is unique and requires different solution for the resistance.

If the organisation does not make the changes keeping in mind the need of time, it will stay behind and gradually wipe out from the market. More quickly the organisation that gets accustomed to the change, more it has the chances to survive the tough competition.

 


 

Last Updated ( Monday, 05 July 2010 16:08 )  

Add comment


Security code
Refresh

Banner



Get the Flash Player to see this player.

Banner

Follow SEI

Facebook Twitter Linkedin Youtube RSS Feed
Small Enterprise India Newsletters

Ask GURU

Take Our Online PollVoice your opinion
What do you expect from the Annual Budget 2013?

Stock Market