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Organizational change is presented 345-352 of the textbook. In this video, Organizational Change Management (OCM) is the investment by the leadership to bring about the desired individual and organizational performance levels during the change phase. It helps organizations to build clarity in visions, goals, roles, and processes. OCM addresses the critical people-related issues arising as a result of different business decisions that lead to business challenges. Although this video is an infomercial, and it does not present specific solutions, it raises many important issues in relation to managing change.
People must adapt to change in organizations because change is a constant. Many workers have difficulty in managing unpredictability. When change is not manager well the results can be attrition, lower quality, and customer complaints. Change specialists brought into an organization can identify barriers to accepting change, and can also identify roadmaps for accepting change. The advantages of successful change management include increased productivity and project cost control.
Questions for Thought and Discussion
- In what way does this video address how people resist change?
- Why would effective change management lead to higher productivity and the control of project costs?
- Why would a company decide to bring in outsiders to help manage change? Isn’t this something managers should be able to do themselves?
- To what extent do you think it is true that many employees will quit when they face a change they dislike?
- How might having the right vision help bring about effective organizational change?
- In what way does this video address how people resist change?
Some of the reasons why people oppose change, despite the fact that it is required, include:-
1. Fear of change — Change disrupts the status quo and instills a deep fear and sense of dread about the unknown. This causes people to maintain the status quo, and it is one of the most significant reasons for this.
2. Ineffective communication — When communication isn't proactive and all-encompassing, managing change loses its meaning since people don't understand the reasoning and rationale behind the changes being done.
3. Lack of competency - People often resist change because it necessitates an overhaul of existing skillsets and competence, and so many people believe they will be unable to cope with the demand to dramatically change their skills and capabilities.
4. Misunderstanding about the need for change - When there is a widespread misconception on the need for change, individuals will assume that the current method of doing business is just good and that no change is necessary.
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