(b) Discuss and elaborate the Three steps firms can implement OrganisationalChange.Answer should be with proper elaborations and examples. This is not a writting assignment. Thank you. Managing Organizational ChangeThe rate of major organizational change has accelerated dramatically in this decade.Global research and advisory company Gartner reports that the average organizationhas undergone five enterprise changes in the past three years and 73% oforganizations expect more change initiatives in the next few years.As change initiatives have become more frequent and widespread, the importance ofmanaging individuals through change has gained credence. Major changes can affectorganizations across all levels. Many corporate leaders have concluded that failing tomanage employees through change can be costly: Employees who are dissatisfiedwith or upset by change are generally less productive.An employer that is serious about change management should develop acommunication plan, a road map for change sponsors, integrated training programsand a plan for dealing with resistance. Having the right leadership and buy-in from theexecutive team is critical to unifying the organization behind a common strategicdirection.Another key is making sure all managers are equipped to coach their direct reportstoward commitment. One-on-one conversations help individual team membersanalyse how the change will affect them, determine their level of commitment andchoose how they will act.Unfortunately, many managers are not adept at change management. The lack ofchange management skills among managers can make change initiatives difficult toachieve. A Towers Watson Change and Communication ROI Survey found that 87percent of employers train managers on effective change management; however, onlyone-quarter of those employers found the training to be effective.2 To increasemanagers' skills, HR should provide training that is tailored to the specific changeinitiative and the competencies necessary to lead successful change.Organizations can have a clear vision for changes and a technically and structurallysound foundation for making changes, but the initiatives can still flounder due toobstacles that arise. Employee resistance and communication breakdown arecommon obstacles faced during major organizational change.Successful change starts with individuals, and failure often occurs because of humannature and reluctance to change. Employees may also lack the specific behaviouraltraits needed to adapt easily to changing circumstances, which could decreaseemployee engagement and effectiveness and put organizational productivity at risk.How organizations treat workers during a change initiative determines how successfulthe change-and the organization-will be.Sometimes decisions about major organizational changes are made at the topmanagement level and then trickle down to employees. As a result, why and how the company is changing may be unclear. According to a Robert Half ManagementResources survey, poor communication commonly hinders organizational change-management efforts, with 65 percent of managers surveyed indicating that clear andfrequent communication is the most important aspect when leading through change.To avoid this problem, HR should be involved in change planning early to help motivateemployees to participate. Effective communication promotes awareness andunderstanding of why the changes are necessary. Employers should communicatechange-related information to employees in multiple forms (e.g., e-mails, meetings,training sessions and press releases) and from multiple sources (e.g., executivemanagement, HR and other departments).Executive leaders and HR professionals must be great communicators during change.They should roll out a clear, universal, consistent message to everyone in theorganization at the same time, even across multiple sites and locations. Managersshould then meet both with their teams and one on one with each team member.Leaders should explain the change and why it is needed, be truthful about its benefitsand challenges, listen and respond to employees' reactions and implications, and thenask for and work to achieve individuals' commitment.Successful change management must be well-planned, well-timed and well-integrated.Other critical success factors include a structured, proactive approach thatencompasses communication, a road map for the sponsors of the change, trainingprograms that go along with the overall project and a plan for dealing with resistance.Change leaders need to be active and visible in sponsoring the change, not only atthe beginning but also throughout the process. Turning their attention to somethingelse can send employees the wrong message that leaders are no longer interested.https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/managingorganizationalchange.aspx

Organizational Change:Modern business environments are increasingly dependent on organizational…

Answered: (b) Discuss and elaborate the Three…

Business

Management

(b) Discuss and elaborate the Three steps firms can implement Organisational Change.

Understanding Business

12th Edition

ISBN:9781259929434

Author:William Nickels

Publisher:William Nickels

Chapter1: Taking Risks And Making Profits Within The Dynamic Business Environment

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what is organization change? what are the factors of organization change? why is organizationchange important to the organization? what are theory that deals and affects organization change
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