jin12kim

Implementing changes in Organization

Posted on: July 12, 2011

Organizations cannot always be the same. They need to change as the world evolves. The Communication Toolbox(2008) indicates that “[p]eople don’t resist organizational change! – people resist being changed!” .There is no doubt that organizations do not suggest a change without a reason. They want to change things to improve their systems. The website also lists why organizations are experiencing resistance. The reasons are as follows:

1. Habits and security is violated

2. Existing Networks are destroyed which creates uncertainty and insecurity.

3. Distraction from professional focus (i.e. customers)

4. Uncertainty and insecurity when faced with change

5. Worried that skills are not valued

6. Changes happen too frequent

7. Similar projects failed

8. Insufficient chance for individuals to influence things

I am a person who does not want to change things. When I worked as an accounting clerk, a general manager changed the accounting program from Simply Accounting to Quickbooks. The first thing I said to him was, “Why? The current accounting program does not have a problem” He wanted to switch the program because the accountant wanted us to have a program that was compatible with his other accounting programs. It took me a while to adjust to the new program. I then realized the program eliminated some of the work that I had to do previously. I loved the change.

My case is a successful one. However, organizations that bring in new suggestion do not always have success. Christine Baker (2011) illustrates eight reasons why organizational change efforts often fail. The eight reasons are listed below:

1. Lack of clarity about the purpose and outcome of change effort

2. The change effort has insufficient support

3. Key players in the change program are underperforming

4. The change program implementation plan is weak

5. Failure to acknowledge the importance of emotional commitment to the change effort

6. Poor communication strategy

7. Lack of staying power

8. Ignoring the mistakes in the change program – or blaming others for them

It is clear that without the ability to convince employees, new implementation cannot be successful. Everyone in the organization should understand the needs of the implementation and learn how to execute the new change. Robert Weinback (1984) illustrates that “a supervisor must constantly stress the inevitability of change.” He also emphasizes the importance of an honest, comfortable approach to employees. I think that honesty is the best tool for enlightening the employees’ point of view. Weinback (1984) also suggests that”[s]upervisor[s] must maintain optimistic stances toward change.” It would help the employees to overcome their fears of changes and give a power to move forward.

After a manager introduces a change and executes it, what does he or she need to do? They should get feedback from others. I believe the one who suggested a change would have a bias and it is difficult for him or her to evaluate the change objectively. If there is a mistake or flaw in the implication, a supervisor/ manager should clearly admit it and look for the solution. I believe that it is not easy for the manager to accept the mistake. However, it is necessary for the overall benefit of the organization. The change will be trimmed and reorganized to be more suitable for the organization.

References

Baker, Christine. (2011, April 9). Why Do Organizational Change Efforts Often Fail? 8 Common Reasons. Bright Hub. Retrieved July 9, 2011, from http://www.brighthub.com/office/human-resources/articles/113360.aspx

Weinbach, R. W. (1984). Implementing Change: Insights and Strategies for the Supervisor. Social Work, 29(3), 282-286. Retrieved July 9, 2011, from EBSCOhost.

The Communication Toolboox. (2008). Communicating organizational change. Commitment AB. Retrieved July 9, 2011, from http://www.communicationtoolbox.com/organizational_change.html

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4 Responses to "Implementing changes in Organization"

I agree that change manager need to introduce the change to convince the employees, or the new implementation cannot be successful.Manager should get feedback from employees. This is what I said in my blog, I believe that communicating the change story to employees is a good advice,but in practice, there are some pitfalls to achieving the desire impact. Actually, what motivates you doesn’t motivate most of your employees. Change leaders need to be able to tell a change story that covers all the things that motivate employees.Moreover,my blog talks about some irrational but predictable elements of human nature that the managers disregard when they implement the prescription.Take a look if you are interested!http://bit.ly/pdjh0s

Hey Jin,

I completely agree with you that as the world changes, organizations need to change as well. Organizations cannot stay stagnant or else they might go out of business pretty quickly. Thank you for providing the reasons why organizations are experiencing resistance to change. I believe that the number one reason from the list is due to uncertainty and insecurity when faced with change. People are too afraid to take risks because they might encounter a loss. I think that they should be optimistic and focus on the benefits of the change in the long-run. I can totally relate to your experience as an accounting clerk where your manager changed your accounting program. I had a similar instance in my previous job where my former manager changed our method of counting the inventory. At first I disliked the system but eventually, I ended up liking it even more than the old system. What an insightful blog!

-Chris

I guess everyone are scared of being changes because there are so many factors that you could not predict after the changes are applied in an organization because it could mean that employees may lose power or current position and more extreme is that they may be fire. Since employees do not see the organization changes is a positive thing for them, and all they see from it are the negative sides that could possibly affect them. It is hard for employees to see changes is actually good unless they can gain benefits out of it.

Hey Jin. Similar to what I told Chris, people are usually resistant to change at first. Like you mentioned, when your accountant changed the accounting system, you were at first hesitant to such a change, but after you realized that that change benefited you, you changed you mind. This hesitance at the beginning is something that needs to be conquered in order to reap the full benefits of such change. If people become more open to this change and do not resist initially, there is a greater chance that we will realize positive results. The simple resistance of change can lead to the change failure. Our attitude toward something like change directly affects it and how we work with it. Keep this in mind next time.

Jory

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  • Jory Grunlund: Hey Jin. Similar to what I told Chris, people are usually resistant to change at first. Like you mentioned, when your accountant changed the accountin
  • irenechou1: I guess everyone are scared of being changes because there are so many factors that you could not predict after the changes are applied in an organiza
  • chrisjerickchua: Hey Jin, I completely agree with you that as the world changes, organizations need to change as well. Organizations cannot stay stagnant or else th

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