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Organizational Change: Benefits and Challenges
Introduction
Organizational change has led to the improvement of a companys performance at both local and international levels. Internationalization has not only boosted the overall performance of a accompany but has also provided various opportunities for members of an organization to retaliate. For an organization to increase its brand awareness, it must be able to have a deliberate change in various sections to ensure growth and continuity.
Potential Positive Impacts of Organizational Change
Market development allows it to have potential clients. For example, one approach to ensure that a company does not lag when a competitor develops and produces a successful new product is to increase the brand awareness of a similar product of ones own.
Employees working in a company are equipped with working skills in their areas of specialization through organizational change.
A conducive working environment fosters unity and embraces gender equality for both men and women in a company.
Potential Challenges of Organizational Change
Organizational change is very risky to both the company and its potential customers since it causes financial imbalance and inhibits financial operations.
Retrenchment processes reduce the morale of employees working in an organization since fellow employees become unemployed for a certain period of time.
It also increases the workload to be performed by the employees.
The loyalty breakup can result in stress and anxiety among the employees. They start to believe that the working atmosphere is uncertain and has the poor emotional stability, and they end up becoming less motivated and dedicated to making significant contributions to the company.
Approaches Managers May Use to Help Employees Embrace Change
Managers must be able to offer discussion forums together with employees to assist in gathering information on the proper way of organizational change. Through these forums, a better decision is implemented and, in the long run, helps the employees to embrace organizational change.
Early preparations and training of employees assist them in becoming managers in the future and also have opportunities to demonstrate new roles.
Conclusion
Organizational change is necessary to improve the overall performance of a company. Changes in organizational activities boost employees morale and offer a conducive working environment where new working techniques and new opportunities are achieved. Organizational change creates complex issues in a company. The change creates misunderstandings and erodes the confidence of the employees. Employees sense a loss of connection as a result of organizational restructuring. Managers must create time and listen to employees. Managers must demonstrate true concerns to the employees. Organizational managers must be positive, transparent, and honest and search for great opportunities for employees.
References
Haque, A., Fernando, M., & Caputi, P. (2019). The relationship between responsible leadership and organisational commitment and the mediating effect of employee turnover intentions: An empirical study with Australian employees. Journal of Business Ethics, 156(3), 759-774.
Indriastuti, D., & Fachrunnisa, O. (2021). Achieving organizational change: Preparing individuals to change and their impact on performance. Public Organization Review, 21(3), 377-391.
Petrou, P., Demerouti, E., & Schaufeli, W. B. (2018). Crafting the change: The role of employee job crafting behaviors for successful organizational change. Journal of Management, 44(5), 1766-1792.
Raines, S. S. (2019). Conflict management for managers: Resolving workplace, client, and policy disputes. Rowman & Littlefield.
Smith, A. C., Skinner, J., & Read, D. (2020). Philosophies of organizational change: Perspectives, models and theories for managing change. Edward Elgar Publishing.
Tidd, J., & Bessant, J. R. (2020). Managing innovation: Integrating technological, market and organizational change. John Wiley & Sons.
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