Introduction
The requirement for a high degree of flexibility for present-day businesses implies their capability to readjust to rapidly changing circumstances. This task is essential for remaining competitive in the global market, and the effectiveness of planning is significantly conditional upon the application of appropriate strategies and leadership. Therefore, introducing new patterns of operations is critical for their survival, and this process should be thoroughly examined.
Positive Organizational Change
There is a variety of strategies allowing for creating positive organizational change. The main tactics include the establishment of communication between the employees at different levels, the preparation of training programs, and setting reasonable deadlines for initiatives (Krakoff, 2018). In other words, an explanation of the feasibility of introduced measures is complemented by the acquisition of required knowledge and skills. In turn, avoiding haste helps ensure the proper work of new systems in the long run.
The mentioned strategies comply with the transformational leadership theory due to the emphasis on the connection between people. This approach means that these leaders convey “a clear vision of the group’s goals” and demonstrate a passion for work and the ability to make others share it (Cherry, 2020). From this point of view, the developed plan based on the described techniques is underpinned by this theoretical framework as employees are expected to rely on managers in receiving appropriate explanations and motivation.
A possible scenario, which illustrates the implementation of the strategy of establishing communication, is the orientation of the marketing team on promoting junk food when the customers’ preferences shift towards healthier alternatives. In this case, the explanation of the emerging needs will be the key to their support of the new focus of the company. Once the leaders provide sufficient statistics and other credible data to them, the employees will be motivated to accept the necessity to readjust their message.
Staying Competitive
The relationship between organizational change and the organization’s need to stay competitive in a global market is another aspect of the matter. It can be explained by the fact that the business environment is continuously evolving, and the failure to keep up with it might lead to financial losses from the shift in preferences (Cherry, 2020). Hence, the dependence between these two notions is conditional upon the requirement to meet buyers’ needs.
This relationship contributes to the development of initiatives on monitoring the conditions of the market and thereby drives change. For example, new societal movements, such as that of people striving for a healthy lifestyle and balance, result in the mentioned need. This fact allows concluding on the dominant role of essential processes in society in terms of organizational change and its feasibility at certain times.
Meanwhile, there are other factors, which drive the process of transformation within a company. The most critical ones include core values, vision, organizational culture, expertise, performance, and employees (Tahir, 2019). Thus, the modification of principal operations can be required due to the redefinition of the direction of their work, basic principles, cultural issues, responsibilities, and skills (Tahir, 2019). It means that the emphasis, in this case, is on the human factor.
Conclusion
To summarize, the most important strategies for organizational change are communication, training, and setting deadlines, and they correspond to transformational leadership, which highlights the need for motivating participants and informing them. For instance, this approach can be useful when modifying the work of employees when customer preferences shift. These actions align with the requirement to remain competitive, and monitoring the environment is an optimal solution. In addition, the attention to the factors related to people and the organizational policy is advantageous for a positive outcome.
References
Cherry, K. (2020). Transformational leadership: Inspire and motivate. Very Well Mind. Web.
Krakoff, S. (2018). The 10 best organizational change management strategies. Champlain College Online. Web.
Tahir, U. (2019). Factors affecting organizational change. Change Management Insight. Web.