Introduction
- Success necessitates leaders and change implementation
- Require thorough planning and employees’ involvement
- Success is assessed by organizational status
- Deliberate on improved approaches to success
- Perceive challenges as rivalry or opportunities
- Perspective determines their success or failure
Prevailing Pressures
- Different pressures influence and threaten the organizational success
- Encompass transition to the digital era
- May affect developments in technology or relevance
- A contradiction when undertaking a change
- The second pressure is the interests of stakeholders
- Shareholders and employees could resist change
- Economic conditions also pose effects/threats
- Economic recessions may include cost-effectiveness
- Economic growth should support the bottom line
- Resistance to change may cause threats
- Management’s plan might not be ideal
- Employees may fail to support change
- Consumers could be focused on constancy
Strategies for Implementation of Change Plan
- Management should offer support for change
- Could train staff to support transformation
- Involving employees and inclusiveness facilitate teamwork
- The necessity of the communication of change
- Implementation of the planned change initiatives
- Assess the benefits of the change
Communicating to stakeholders
- Memos give updates to internal stakeholders
- Easily gets small messages successfully delivered
- Training ensures internal stakeholders are prepared
- Letters enlighten internal and external stakeholders
- Company meetings enhance the evaluation of change
- PR conferences allow for a public enquiry
Information to Disseminate
- The organizational changes to be made
- People to be affected by a change
- They could be shareholders, consumers, employees
- When the transformation might take effect
- How the transformation will be realized
- Some of the benefits of change
Necessary Communication Skills and Language
- There is “me” and “you” not “everyone”
- Group communication should include all not some
- Good to seek the views of supervisors
- Necessary to report back to supervisors
- To ensure timelines are being met
- Allows the ability to talk to staff
Process and Strategies to Disseminate Information
- Organizations must disseminate vital information effectively
- Deliver high-quality communication to workers
- Expedite contact between workers and management
- Explain justification for change and effects
- Always invite everyone’s feedback and participation
Plan for Sustaining Change
- Feedback and contribution should be encouraged
- Employee, shareholder, or customer feedback allowed
- Checking periodical figures is crucial
- Compare conditions before and after implementation
- Can assist detect problems before worsening
- Company fulfillment to ascertain the uninterrupted success
Possible Obstacles or Consequences
- Loss aversion to helping prevent damages
- Success in the sustenance of financial gains
- House Money Effect explains risk-taking
- Overconfidence is likely to cause overspending
- May be used to explain Loss Aversion
- Hubris: pride causes sentiments of invincibility
Recommended Strategies
- Manage arising concerns like fear, time
- Mean your talk by modeling change
- Prevent stress by planning transformations ahead
- Delegate tasks by empowering each staff
- Stay dedicated to the vital tasks
- Maintain it simple: do not complicate
Conclusion
- Success requires leaders and change execution
- Leaders’ perspectives direct success or failure
- Diverse pressures sway and threaten the success
- Include shift to the digital era
- Organizational management should support change initiatives
- Avert stress by planning alterations ahead
References
Vass, S., & Gustavsson, T. K. (2017). Challenges when implementing BIM for industry change. Construction Management and Economics, 35(10), 597-610. Web.
Stouten, J., Rousseau, D. M., & De Cremer, D. (2018). Successful organizational change: Integrating the management practice and scholarly literatures. Academy of Management Annals, 12(2), 752-788. Web.
Oreg, S., & Berson, Y. (2019). Leaders’ impact on organizational change: Bridging theoretical and methodological chasms. Academy of Management Annals, 13(1), 272-307. Web.
Smith, J. L. (2020). Overcoming resistance. Quality, 59(9), 10-12.