ORGANIZATIONAL AND CHANGE THEORY PAPER
Organizationaland Change Theory Paper
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Organizationaland Change Theory
Changehappens in every organization and the standard procedures must befollowed for the change to be effective. This paper focuses on theaspect of change. The author has clearly given various steps thatwould have been taken to make the change extremely successful andowned up by the employees. The purpose of the paper is to highlightthe various stages that an organization should follow to implementeffective and successful change.
Organizationaland Change Theory
Organizationchange refers to the process in which a business changes theorganizational culture, strategies, technologies and the generaloperational methods in order to bring about change. A company candecide to adopt a system of continuous change or occur in differentdepartments at specific time interval (Cameron & Green 2012).Businesses change each and every day due to technologicalimprovements, new initiatives and the need to stay ahead ofcompetition. Irrespective of the type of change in the company,managers feel uneasy because change is a challenging activity. JohnKotter who is regarded as a change management guru developed hiseight steps that lead to effective change (Kotter, 2012). He arguesthat controlling organizational and achieving a personal change isconsidered successful if the management observes these steps.
Changeentails a knowledgeable planning, consultation and involvement of allthe members in the company especially those affected by the change.Kotter argues that if the organization forces changes, this will bethe beginning of misunderstandings in the company (Kotter, 2012).Change must be achievable and realistic. He also argued that beforethe management decides on organization change there is a need toanalyze a few questions. For instance, what are the primaryobjectives for these changes? Also why and how will they realize thatthe change has been successful? In addition, it is important toidentify the affected group and their response to change. Addressingthese issues leads to a successful management, personal and thegeneral organizational change (Burke, 2010).
Changemanagement experts argue that efficient planning leads to asuccessful change. The manager should work with the departmentalheads and the human resource managers in order to agree on how to goabout change and make it acceptable. This is achieved throughcommunication with the members of staff and establishing trainingprograms that will lead to organizational changes (Burke, 2010).There are numerous changes that have occurred at my place ofemployment. I was employed as a nurse in a certain private healthcareorganization where I experienced organizational change. One of thechanges that occurred was cost cutting. I remember how these changesaffected me emotionally and it was a difficult experience as a staff.The auditor general gave a report that some of the departments in theorganization were doing duplicate work. This led to layoffs of theduplicate staff and I was not spared. It was difficult both for theones that left as well as those that remained. Some of my colleaguessaid that some parts of the healthcare facility were sublet to offsetoperational costs and they were forced to share desks for theremaining office space.
Asa nurse leader I believe that change principles were neglected. Thereare a number of things that I would have done to make the change moreeffective. First, I would have followed the change managementprinciples (Leban & Stone 2011). Instead of imposing change, Iwould have empowered workers in order to come up with their ownremedies and responses. My leadership, behavior and management stylewould win employees trust so that the change experiences are not aspainful as the one felt during cutting costs change. I would focus oncommunicating and involving all the workers in organizational changedecisions.
Theother thing I would have adopted to make change more effective isadopting John Kotter`s eight steps towards a successful change(Kotter, 2012). This entails increasing urgency in order to inspireworkers and having the right team members to bring about change.Further, I would have set objectives for change and communicate themin the organization. The other important step that I would consideris eliminating the potential obstacles that would limit change. Iwould introduce change in stages and only start a new one when thecurrent stage has been successfully completed. It is also importantto support and encourage the ongoing process (Kotter, 2012). Thefinal step would be accepting change and making it part of theorganization. Promotion, recruitment and change of managers areessential.
Thepaper focuses on the importance and the procedure for change in anyorganization. It is clear from the discussion that change isinevitable and critical for every organization or institution if itimplemented in the right way. It has been argued that change cannever be imposed on the staff, but it should be introduced gradually.A change in the nursing industry where staffs were laid off has beengiven as an example. This change has been discussed as being one thatwas imposed rather than one that was discussed with the employees.The change was not only painful to the employees, but it also led tolow productivity by the employees.
Burke,W. W. (2010). Organizationchange: Theory and practice.Thousand Oaks: SAGE Publications.
Cameron,E., & Green, M. (2012). Makingsense of change management: A complete guide to the models, toolsand techniques of organizational change.London: Kogan Page.
Kotter,J. P. (2012). Leadingchange.Boston, Mass: Harvard Business Review Press.
Leban,B., & Stone, R. (2011). Managingorganizational change.Hoboken, NJ: John Wiley & Sons.
Poole,M. S., & Van, V. A. H. (2014). Handbookof organizational change and innovation. Oxford, UK: Oxford University Press.