Change management is an approach to transitioning individuals; teams and organizations to a desired future state. Change management is a systematic approach to dealing with change, both from the perspective of an organization and on the individual level. A somewhat ambiguous term, change management has at least three different aspects, including adaption to change, controlling change, and effecting change. A proactive approach to dealing with change is at the core of all three aspects. For an organization, change management means defining and implementing procedures and/or technologies to deal with changes in the business environment and to profit from changing opportunities.
Successful adaptation to change is as crucial within an organization as it is in the natural world. Just like plants and animals, organizations and the individuals in them inevitably encounter changing conditions that they are powerless to control. The more effectively you deal with change, the more likely you are to thrive. Adaptation might involve establishing a structured methodology for responding to changes in the business environment or establishing coping mechanisms for responding to changes in the workplace.
The organizations may put structural approach to bring about changes. These structural efforts could be divided into three areas
- Classical organizational design seeks to improve Organization’s performance by carefully defining the job responsibilities of its members and by creating appropriate division of labour and line of authority.
- Decentralization creates smaller, self-contained organizational unit that increase the motivation and performance of the members of those units and help them to focus their attention on the higher priority activities.
- Modifying the flow of -work in the organization and careful grouping of specialties may also lead directly to an improvement in productivity and to higher moral and work satisfaction.
Technical approach- Technological developments are causing significant changes in the business arena. Not only the technological change but its rate of changing is accelerating, Because of new technologies. Workers must work with new processes and new equipment’s that magnify man’s productive efficiency. Computer and user-friendly software are allowing individual workers to achieve the results never before possible.
People approach- Both the structural and technical approaches attempt to improve organizational performance by changing the work situation- A factor that should cause employees behavior to become more productive. The people approach on the other hand attempt to change the behavior of employee directly by focusing on their skills, attitude, perception, and expectations. Improvement in these may lead to more effective job performance and to employee-initiated changes in the organization.
Though planned changes or transmissions are done in order to cope with the changing environmental needs, but it is not easy to change the organization’s established setup or existing pattern. They are often restricted by the key factor of business i.e. human resource.. Management of an enterprise cannot be a silent spectator of external changes. It has to develop adaptability in the organizational variables. So that it could survive and grow in the face or changes. In order to do this management has to introduce the work change; in the enterprise which may be resisted by the people working there, work changes means the alteration in the overall work environment. So firstly the whole organization tends to be affected by a change in any part of it, and secondly, technological change is a human-related problem as well as a technical problem.’
For citing this article use:
- Pooja, P. (2011). Management of changes in public sector banks in India after globalization_A case study of Jharkhand state.
