Organizational change is happening all of the time. All organizations at one time or another have
had to change their activities. This could mean redesigning
the structure of an organizations, the transfer
of work assignments, the introduction of new products,
services, technologies, systems or changing the
behaviors of individuals in
an organization. Meeting the challenge for organizational
change is critical for businesses, governments and educational
institutions in the 21st century.
When organizations implement change the following
factors must be considered: 1) the basic goals
and strategies; the products and services and their quality; the
organizational structure;
the design of work units; the organizational
processes and the organization’s
culture. With all of this churn change is never a comfortable
experience.
One example of this is the Internet. The Internet has brought
about significant change in our society and the organizations that
support it. The Internet has certainly changed how businesses
and their customers learn about each other, communicate, and process
transactions. This requires managers to meet the challenge
of managing change. How can managers do this?
Managers can manage change by invoking the following
steps within their organizations:
- Create a vision
- Communicate and disseminate
information throughout the enterprise
- Empower
other team members to act on the vision
- Institutionalize
and refreeze new ideas
and fresh concepts
- Measure their progress. Organizations
that follow these five steps will manage change
quite effectively.
For whitepapers and other published works by Dr. Ron Wood contact us
at: info@4axiom.com. |
Outsourcing can help executives make quicker better
informed decisions, open up new sources of revenue, and free them
of the day-to-day
back office tasks to focus on core competencies. But how can outsourcing
be a win-win situation for employees who's jobs and lives are now
impacted? Underestimating the effect of employee resistance can
seriously decrease the return on investment in the whole initiative.
In today's world of business, major organizational change is inevitable.
A proactive instead of reactive approach
can mean the difference between success and failure. As outsourcing
is
being used more and more as the tool to effectively manage that change,
so grows the fear and insecurity employees often feel when they even
hear the word outsourcing. How can employee resistance effect
the transition?
Employees in fear losing current positions, or of having to learn
new skills will often impede the transfer of important knowledge
or simply become less productive. Management must therefore be aware
of the potential pitfalls and plan for the transition.
A seasoned outsourcing service provider understands the
risks as well as the benefits of implementing HRO into a company's
existing
corporate culture. Critical Success Factors
- Understand your company's culture.
- Recognize that your employees are stakeholders. There knowledge
and skills are vital to your companys' success.
- Mobilize department leaders to develop a plan of onging communication
with employees; their lives will be impacted during the initial
stages of the outsourcing transformation.
- Ensure adequate transfer of employee knowledge.
- Consider how corporate objectives may conflict
with employee interests.
- Eliminate the risk of inadequate resources.
- Plan for ongoing change.
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"Culture and resistance to change are the major factors
slowing down companies that wish to take part in eProcurement,"
wrote Quis Shahin, eProcurement specialist for ATOS Origin in Dhahran,
Saudi Arabia.*
He's right. The number one reason, most procurement projects don't
reach their full savings potential is simple inertia. A lethal combination
of corporate culture and infefective processes are almost always
at the heart of it. You've made a significant investment in an automated
procurement system that's got great potential for ROI. But will
your people use it? How do you prepare your company for the transistion
into an automated procurement system?
In Organizational Change Management (OCM) there are three levels
of analysis including: Individual, Group, and Organization System.
The understanding of behavior in organizations increases at the
system level. This course investigates the individual and the foundations
of individual behavior, including personality and emotions, motivation,
and decision making. The course also examines the foundations of
group behavior; work teams; communication; leadership and creating
trust; power and politics; and conflict and negotiation. Finally,
the course probes the foundations of organization structure; technology
and work design; performance appraisal and reward systems; organizational
culture; and organizational change and development. Three contemporary
topics will also be studied: diversity, globalization, and ethics. For additional information on transition, email us at info@4axiom.com.
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