The company is well prepared to establish, ratify, and embrace change. Besides, a considerable percentage of employees have already accepted the need for change. This is a critical step when scrutinized critically. It is important to adopt viable change mechanisms to ensure that an organization meets it periodic goals.
For a company to achieve positive changes, acceptance is the first provision demanded in the change ratification processes. Every stakeholder must accept the need for change as demonstrated in the case. This is a crucial provision when considered comprehensively.
Those who are against the current situation (acceptance) hardly succeed in their fight for change. This occurs due to inadequate dynamism, readiness, and well-orchestrated change provisions. It is important to establish credible dreams for the desired change. Many challenges are faced by those who are trying to bring change in an organization.
Through the mentioned change acceptance, the studied company will open up by experiencing the need for some credible changes. Consequently, the company will continue to expand in the realms of operations and other considerable developmental provisions.
Agreeably, employees of the concerned company have proved that they have some considerable approaches towards change. That is why many have embraced it. Statistics also indicate that many employees in the organization have made the first move towards change. From the graph, there is high level of production. The company has managed this through cutting costs.
This was achieved by getting rid of some unessential activities. Additionally, they have also managed to do away with some operational costs. However, the change in the company is impressive because there is improved rate of processing and increased reliability.
In the nonproduction part (human side), there is high business standards as well as excellent management-employee relationship. Conversely, they have been able to achieve this since employees themselves feel motivated to establish, ratify, and embrace change.
Additionally, the company is adequately prepared to go through the process of change. They have a considerable support from the management crew, employees, and other stakeholders. Consequently, the company has come up with a management strategy by developing tactics, taking actions and carrying out implementation.
Although many employees have recommendable attitude towards change, some of them, still have not given it a second thought. As a result, there is low percentage towards the perception on change. But those with positive attitude are just enough to help the company achieve its goal (preparing for change).
Mutual trust and respect is also prevailing in the company and this is a fantastic sign indicating the level of preparation and readiness. However, most people still do not understand the aspects of change simply because there is little communication.
Although, Production and non-production phases have low understanding, this manufacturing company is still prepared enough given that many employees have accepted the change. This is a vital consideration in the context of change.
Aspects of Change Readiness
Evidently, the seven aspects of change are applicable in this context. Perception towards change is the attitude of employees towards the recommended transformation. With reference to an individual’s refusal to change processes, some failures might be realized. This is avoidable by convincing employees to accept the need for proposed changes.
For example, employees will be able to eliminate the probable barriers to change. Concurrently, employees’ participation in change management is fully dependent on the attitude of the managers towards change. Agreeably, it is possible for managers to create change initiatives and influence employees to embrace them.
Conversely, individual’s cognitive processes are some of the influential factors in the development of organizational change. When members of a given organization resist change, the agenda of transformation in that organization will definitely not succeed.
An organization trying to push for a huge change must embrace some mutual trust and esteem. This will eventually reduce a company’s internal marketing. Internal marketing comprises of conflicts between employees and the company, politics and inadequate communication within the organization.
Consequently, instead getting rid of this competition, employees spend a lot of energy fighting each other. To actively achieve this goal of attaining mutual trust, conservation must be carried out. For example, the company should not employ people and consequently expel them on baseless grounds.
Accordingly, through mutual trust and change initiative, the organization will automatically retain its employees thus avoiding destruction of the company. Creating an environment with excellent friendship between the public and private sectors is always necessary.
However, to build up this relationship and the general trust, the company’s centre of attention should be on transformation. Older principles should be avoided and sovereignty encouraged.
Vision for change and managing the proposed change are important provisions in this context. It is evident that they will demonstrate the real picture of an organization. Although both the change and corporate vision are important, organizations interested in achieving this goal must recognize their difference.
For example, these change visions are easily understood by the employees and the organization. This occurs because they can be written without trouble and easily communicated. This is far much different from corporate vision because it is not only for a single organizational change but also about future changes.
Additionally, it is about endless principles and behaviors (accepting and implementing change) necessary for the prosperity of an organization. The company will definitely manage this change process by employing people with excellent principles and behaviors.
Efforts towards managing organizational change are majorly laborious and emotional. It usually delays the commencement of this transform and the final result of an organization. This change is always necessary to ensure that a company’s involvement is appropriate. To successfully achieve this, the company must consider achieving something better and exemplary.
Additionally, it should construct problem and opportunity structure. Changes always begin with an opportunity to be utilized and a problem which needs a solution. For example, organizations are trying to find solutions for inadequate growth and poor organization of the expenses. However, they are also trying to acquire new technologies as well as fighting globalization.
It is important to attain the management’s support for change. Employees should also realize the need for the concerned changes. Consequently, the organization will manage the process of transformation only when the teams involved are successful.
Change management involves both the perception of an organization and that of an individual. However, individual change management requires some knowledge on how to successfully acquire the concerned change. Additionally, as an organization continuously transforms, its success entirely relies on employees.
Organizations manage the changes by actively communicating and facilitating the training of employees. Additionally, employees have also realized that to manage this, they must be informed about the need for change and have that desire to take part in the process.
However, they have some knowledge on how manage change and are able to put into practice the necessary skills and behaviors. For example, organizations have realized that change can not be achieved without the support of the employees and have taken that initiative of supporting them.
Conversely, they have not only put in place some programs to manage change but also corrective measures like taking care of the managers and supervisors. However, there is an excellent connection in change management between individuals and organizations.
Some aspects regarding the place of work should be considered for viable change ratification. There must be positive perceptions towards change efforts. Communication is essential when unveiling changes, every employee should be aware of what occurs in the organization and how these will have an impact on them.
Individuals who understand change are more open-minded than those who do not. Additionally, the organization should demonstrate the advantages of the transformations to the employees.
By making employees to be part of the company and its objectives, they will easily recognize the importance of making changes and eventually help it move forward. Managing transformations in organization is achieved when there is considerable planning and implementation strategies. For example, people affected should also be consulted and incorporated in the changes.
Organizations trying to bring changes through force always have troubles with employees. However, change should be practical, measurable, and easy to attain. These characteristics are usually necessary when working on personal change.
Organizations must first know their goal with regard to the changes, individuals affected, and their responses. The above changes are greatly connected to individual management and organizational change. Besides, people should be aware of the existence of change and management.