Business

Changing an organization is the process of modifying an existing organization, to an extent that the organization accomplishes its objectives.(Serto, p-282) The three most important principles that should be followed while managing change are

Change occurs when each person decides to implement the change
Sometimes change on the job is not taken in a positive manner as the employees think that it may attack their sense of identity. This results in workers de-motivation, inefficiency and non-productivity. Hence, the decision to change can only be successful if each team member makes the decision to implement the change. Here, the leader must emphasize on the point that real change may lead some people to gain in status, job security, quality of life, etc while some will likely lose a bit.

The intrinsic rewards of a project are often more important than the material rewards and recognition
Making a change requires a kind of heap of faith as you start moving in an unknown direction on the promise that something will be better for you which is indeed risky. People start moving in the direction of unknown when they believe that the proposed change has lesser risks than standing still. Proposed change may make people feel that the intrinsic rewards that brought them to a particular line of work will be lost. However, this problem must be attended by the leadermanager by helping people to see and understand that the new work process will bring in new rewards and that their own underlying sense of mission and principles can still be appreciated in the fresh ways of working.

The more input people have into defining the changes that will affect their work, the more they will take ownership for the results.

In many instances, people genuinely believe that the proposed change is not a good idea. The truth is that sometimes people are not afraid of change when they refuse to accept but they see that the transformation is erroneous. Therefore, its important not to disregard genuine objections put forward by the employees. The solution to this lies in engaging employees not only on rational level but also on emotional level.

It is important to manage change in an effective and efficient manner. The first thing is to jump in. One can not manage change from outside unless they are a part of it. A sense of mission is necessary to give directions to implement proposed change. If possible, flat organizational structure should be maintained. It is necessary to cooperate with the team members and give them whatever they ask for except authority. Set flexible priorities initially so that members of team can get familiar with the system. An action-feedback model should be developed in order to plan and act in short intervals.

In a nut shell, change management is all about bringing order to chaotic situations. However, acting as if the system had already been well-organized and well-disciplined wont do any great to the organization.