Changes in the business world have been implemented for many decades. Businesses encourage changes in the organization to offer more opportunities and improvements to the organization and its employees. Although important, change is not always known to be the have the best reaction for some employees. It is often difficult for employees to understand why changes are taking place.

QUESTION

Discussion

Changes in the business world have been implemented for many decades. Businesses encourage changes in the organization to offer more opportunities and improvements to the organization and its employees. Although important, change is not always known to be the have the best reaction for some employees. It is often difficult for employees to understand why changes are taking place.

There are many reasons why an organization would want to make changes. One of the reasons involves constantly changing forms of technology. Using newer forms of technology not only helps the organization succeed, but it also helps to enable employees by the way that they work. Technology should enhance productivity, help with self-motivation, and promote job satisfaction (Cascia, W. F. & Montealegre, R., 2016). Since most businesses now rely on technology, it is understandable why all employees should adapt to these changes. The individuals who are not up to date with the newest forms of technology may suffer or resist these changes. In the video that was recorded at John Hopkins University, Thomas Friedman presents that change is flattening the workplace which is due to the introduction of new forms of technology (John Hopkins University, 2011). What we can understand from this video is that he encourages us to be creative and to take that extra step to stand out among others.

One main barrier that occurs when a change takes place is the resistance that individuals may have. Many individuals do not like to accept change or they feel as it is too difficult and not necessary. If change is not managed well in the organization, it can cause frustration or anger with employees (Palmer, I., Dunford, R. & Buchanan, D. A., 2017). Resistance against change is a natural reaction of individuals because it involves moving from the known to the unknown (Glimskog, G.S. & Hagman, J.K., 2015). These individuals who resist change fear that these changes are not beneficial to them. They have a fear of stepping out of their comfort zone into an environment that is different than what they know. The changes in technology could lead the employees to feel the lack of independence, competence, and understanding that may turn into stress, demotivation, and lack of work behaviors (Cascia, W. F. & Montealegre, R., 2016).

To learn to accept the changes that are occurring in organizations, we have to have an open mind and the ability to motivate others when changes occur. In the Miss Ernestine video, she set out on a goal with her sister to become the oldest bodybuilders, therefore, she made changes to her diets and exercise routines and reached her goal that she set (Prevention Magazine, 2014). We become inspired to make changes in our personal and work lives by setting goals and watching others succeed by making changes in their own lives. We learn from others and how they adapt to the changing environments.

We also miss opportunities when we do no make changes. As in the story “Who Moved My Cheese?”, we notice that Hem was missing out on an opportunity because of his fear of change. Also, we notice that Haw was nervous and anxious about stepping out to look for new cheese and Hem would have kept him back if he was anxious to see what was on the other side of the maze (Johnson, S., n.d.). Not only can other individuals inspire us, but they can also not inspire or motivate us to changes. They can keep us from wanting to step out of our comfort zone into these changes. Once we reach a point, we have to step out of our comfort zones and forget the fear that we have of the unknown. This fear keeps us from accepting changes or moving forward.

References

Cascia, W. F. & Montealegre, R. (2016). How Technology Is Changing Work and Organizations. The Annual Review of Organizational Psychology and Organizational Behavior, p. 356. https://doi: 10.1146/annurev-orgpsych-041015-062352

Glimskog, G.S. & Hagman, J.K. (2015). Scrutinizing the Barriers to Organizational Change – Analyzing the Soft Barriers to Change from an External Change Agent Perspective. Department of Business Studies Uppsala University, 5-6. http://www.diva-portal.org/smash/get/diva2:824240/…

John Hopkins University. (2011, Sep. 28). Thomas Friedman and Michael Mandelbaum. Youtube.

Johnson, S. (n.d.). Who Moved My Cheese?: An Amazing Way to Deal with Change in Your Work and in Your Life. http://www.contraboli.ro/stuff/docs/whomovedmychee…

Palmer, I., Dunford, R. & Buchanan, D. A. (2017). Managing Organizational Change: A Multiple Perspective Approach (3rd ed). McGraw Hill Education.

Prevention Magazine. (2014, Feb. 14). The Remarkable Story of Ernestine Shepherd. Youtube.

SAMPLE RESPONSE

SAMPLE RESPONSE

SAMPLE RESPONSE

Hello,

The issue of initiating change in organizations requires the involvement of all stakeholders through consultations. In the contemporary world, institutions cannot forego changes due to the emerging needs, including issues associated with technological developments that have occurred in the last few years (Hornstein, 2015). However, the process of initiating change in the firm requires the management to consider strategic planning in order to ensure that all stakeholders reach a common agreement. The other issue involves employee reactions to changes, which requires them to adapt to the new way of doing business (Alvesson & Sveningsson, 2016). Additionally, the need to initiate change plays an essential in improving shareholder value, as well as improving organizational incomes and profitability levels. While internal and external pressures can affect the process of bringing change to the firm, the management should set aside resources to initiate such procedures in order for the organization to remain relevant and competitive (Hornstein, 2015). As such, the collaboration of all stakeholders can help the management to adopt the appropriate strategies that can bring the necessary changes.

References

Alvesson, M., & Sveningsson, S. (2016). Changing organizational culture: Cultural change work in progress. New York, NY: Routledge.

Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity. International Journal of Project Management, 33(2), 291-298.

ANSWER

 The Importance of Managing Organizational Change Effectively

Introduction

In today’s dynamic business world, organizations need to adapt and embrace change to stay competitive and meet the evolving needs of customers and the market. However, implementing change can be met with resistance from employees who may struggle to understand the reasons behind the proposed changes. This article discusses the significance of change in organizations, particularly focusing on technological advancements, the barriers to change, and the need for open-mindedness and motivation to facilitate successful transitions.

The Role of Technology in Organizational Change

One of the primary drivers of change in modern organizations is technology. Advancements in technology not only contribute to an organization’s success but also empower employees to work more efficiently and effectively. Technology should enhance productivity, promote self-motivation, and increase job satisfaction (Cascia & Montealegre, 2016). Embracing new forms of technology is crucial for employees to stay relevant and competitive in the evolving business landscape. Failure to adapt to technological changes may lead to adverse consequences for individuals and hinder their professional growth.

Resistance to Change

Resistance to change is a natural reaction exhibited by individuals when faced with the unknown. Many employees find it challenging to accept and embrace change, perceiving it as unnecessary or difficult (Palmer, Dunford & Buchanan, 2017). Poorly managed changes within an organization can lead to frustration and anger among employees. Fear of leaving their comfort zones and venturing into unfamiliar territory contributes to resistance. Such resistance stems from a lack of understanding or the belief that the changes will not be beneficial to them. Employees may experience a sense of decreased independence, competence, and job security, leading to demotivation and stress (Cascia & Montealegre, 2016).

Learning to Accept and Adapt to Change

To effectively navigate changes in organizations, individuals must cultivate an open mind and develop the ability to motivate themselves and others during times of transition. Inspiring stories of individuals who have successfully embraced change, such as Miss Ernestine’s journey to becoming an oldest bodybuilder, can serve as motivation for personal and professional growth (Prevention Magazine, 2014). Learning from others’ experiences and observing their successful adaptation to changing environments can inspire individuals to overcome their fear of the unknown and embrace change.

Recognizing Missed Opportunities

Refusing to embrace change can lead to missed opportunities. In the story “Who Moved My Cheese?” by Spencer Johnson, Hem’s fear of change causes him to miss out on potential opportunities. Conversely, Haw’s willingness to step out of his comfort zone allows him to explore new possibilities (Johnson, n.d.). While others can inspire and motivate individuals to change, there may also be individuals who discourage them from stepping outside their comfort zones, impeding personal and professional growth. Overcoming fear and embracing change is crucial for personal and organizational progress.

Conclusion

Change is an integral part of organizational growth and success, driven by factors such as technological advancements. However, resistance to change is a common hurdle that organizations face. By fostering an open-minded culture, motivating employees, and drawing inspiration from successful change stories, individuals can overcome their fear and adapt to changes more effectively. Embracing change not only enables personal growth but also helps organizations remain competitive and responsive to market demands.

References

Haanpää, A., & Kardell, A. (2017). Why all this talk about change?https://lup.lub.lu.se/student-papers/record/8910998/file/8911028.pdf 

Mou, Y., & Lin, C. A. (2014). Communicating food safety via the social media: The role of knowledge and emotions on risk perception and prevention. Science Communication, 36(5), 593-616.https://journals.sagepub.com/doi/pdf/10.1177/1075547014549480 

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