Organizational change is very crucial, especially taking into consideration the need of organization to cope up with the ever increasing competition within the market. Organizational change takes various perspectives including updating or implementing new technology, structural changes, as well as focusing on new markets. However, it is not guaranteed that the aspired change would work out in an effective and efficient manner (Leban & Stone, 2008). Thus, managing organizational change is imperative if the desired goals of the change are to be realized.
Perhaps, one of the important elements of managing organizational change is consultation. In this case, consultation is not only carried among the top officials of the organization, but also the employees. Employees play a very crucial role towards realization of organizational goals and objectives. In addition, in one way or the other, they would be involved in the implementation process of the proposed changes. To avoid resistance, it is important to ensure that they understand why it is necessary to undertake the change, how they will be affected, as well as how the transition would take place (Leban & Stone, 2008).
Finally, assessing change should be undertaken on a regular basis. It is evident that change would have a significant impact on the employees, and their reaction towards the same would vary. Being an important component in the change implementation process, regular assessment is necessary to establish the response on the change as well as to check whether the change is on course towards realizing the end goals. Furthermore, through assessment, adjustments would be made on certain issues to smooth the transition process (Harigopal, 2006).
Harigopal, K. (2006). Management of organizational change: Leveraging transformation. New Delhi [u.a.: SAGE.
Hussey, D. E. (2000). How to manage organisational change. London, Angleterre: Kogan Page.
Leban, B., & Stone, R. (2008). Managing organizational change. Hoboken, NJ: John Wiley & Sons.