Organizational change refers to a scenario where a company undergoes a transition from its current position to a desired prospect state. Managing organizational change involves the practice of planning and implementing adjustments in organizations so as to reduce employee resistance and expenditure to the organization, while also increasing the efficiency of the change endeavor.
Current business setting requires companies to go through changes continuously so that they can continue being competitive. Some influences such as globalization of markets and swiftly developing technology force companies to act in response in order to survive. The changes may be moderately small, such as installation of a new software program or quite important, such as refocusing on the overall marketing strategy.
Most technology-adoption projects do not succeed within the first year of their completion. A lot of money can be spent acquiring and building up new technologies, but they are on no account altogether institutionalized in a business. Technology Change Management (TCM) is the method of identifying, selecting, and evaluating latest technologies and incorporating efficient technologies into the business organizations. A major setback in the implementation of resourceful technologies is the failure to appreciate and handle resistance to change that comes with the new technologies in organizations.
After identifying resistance, it is vital to know the source of resistance. Some of the areas that resistance comes from include; lack of control, where control rewarding in companies comes in line in line with members of staff and process one control. When one is in control, his motivation and self-esteem can be increased. Lack or loss of most of the time causes anxiety. Vulnerability is another source of resistance. When one feels insecure from danger and at risk of attack and ineffectively defended, they feel not safe especially when their responsibilities and roles changes due to technology related issues.
Lack of vision in an organization, which is the image of its future, takes a leading part in successfully implementing changes and avoiding resistance. Good communication of a company’s vision will reduce the changes brought about by technology if the technological changes can be well reflected on the vision since they know how the changes improve the business. Cultural conflicts, which are collective patterns of behavior that a group develops over time, can hinder technological changes in organizations. This is because the culture that is viewed as valid and is transferred on to new members of the company may not be compatible with the individual’s experience.
How to deal with resistance
Resistance is an emotional reaction, which is tied to feelings and experience. It is hard to make people speak about their emotions. This provokes more resistance because they feel challenged and will go on protecting their stand. The best way is to in reducing resistance is to look at the concerns about the change causing resistance. This is by making people talk freely about why they think the change does not favor them. As the conversation goes on, resistance is expressed directly, and management should be keen and listening carefully on the reasons for resistance. They should also provide support and be patient and show empathy.
Technology is used in human resource development through Technology Based Learning to extend accessibility to education and training of a company’s workforce such as e-learning. Others such online learning trends, through the use of internet, come up with learning communities between instructors and students, though geographically diverse.
Managing change is necessary to be successful in today's working globe, and a winning manager should take responsibility and make the necessary changes desirable to go on in making the organization lucrative and flourishing, as well as, while making the company a satisfactory working place. Often, top managers at most influential companies make an effort to hold up needed changes, which causes business losses and key workers, may go away from the company, where significant progress is late and disrupted. Making the changes needed today is crucial since making them at a later date can be too late.