Introduction
Moving from a mechanical organization model to a flatter, more organic structure emphasizing self-managed work teams is a significant change that will inevitably generate resistance from employees and management. Managers’ loss of control and authority is predicted to be a key source of resistance to change. A mechanical organizational model makes All choices and orders from the top. In contrast, decisions will be made at a lower level, in self-managed teams, in the new organic structure.
Managerial and Employee Resistance
Managers may be concerned that they will lose control over procedures and cannot successfully supervise subordinates. Employees may also resist change due to a lack of understanding of the new organizational paradigm and fear of the unknown. They can be concerned that the new structure would cause turmoil, confusion, and a loss of stability. Employees will need enough information about the reasons for and advantages of the change, as well as training and assistance to adjust to the new model effectively.
Change Implementation Steps
To successfully implement the planned changes, it is recommended that critical decision-makers be consulted in the following ways.
Create a Communication Strategy
A plan should be developed on how and when to inform employees and managers about the upcoming changes. It is essential to emphasize the benefits of the new structure and explain how it will contribute to the company’s strategic goals.
Provide Training and Support
It is critical to educate employees and managers with the knowledge and skills they need to successfully adjust to the new organizational change (What Is Employee Training and Development? Definition & Its Importance, 2020). This may include providing training, training programs, and individual coaching.
Support and Encourage a New Culture
A new organizational structure requires a change in the company’s culture. It is important to support and encourage new values such as collaboration, communication, and self-management. This may include creating new reward and recognition systems and establishing new frameworks and processes for teams to work within.
Open the Dialog
It is critical to foster an open and transparent atmosphere where employees and management may openly express their concerns and inquiries about change (Glassdoor Team, 2019). Managers must be willing to listen to and consider others’ opinions and be prepared to adjust plans if necessary.
Conclusion
In general, successful change requires building all stakeholders’ understanding, support, and participation. This requires careful planning, communication, and coordination by the company’s management.
References
Glassdoor Team. (2019). Transparency in the Workplace: Why It Matters and How to Practice It – Glassdoor for Employers. US. Web.
What Is Employee Training and Development? Definition & Its Importance. (2020). ProProfs Training Blog. Web.
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