Description
I would like you to reply to this peer discussion post with one peer-reviewed scholarly articles. The post reply need to be substantial and constructive in nature. It should add to the content of the post and evaluate/analyze that post’s answer. Normal course dialogue does not fulfill the peer reply.Post: Changing Individuals Changes Organizations
I
am completely aligned with the viewpoint that says that individuals
should change first, not organizations. This is due to the fact that
altering an organization’s structure and rules without also altering the
mindset of its workforce regarding its mission and objectives would not
aid the business in achieving its objectives.Based
on the video (INSEAD, 2008), it appears that most of the time, a
variety of factors contribute to the failure of organizational change
initiatives, including a lack of knowledge about the change and its
effects, unfavorable attitudes among employees, a failure to involve
employees in the change process, poor or ineffective communication,
insufficient funds or resources, resistance to shifting organizational
culture, a lack of management support for the change, a lack of
commitment to change, and prior experience with unsuccessful change
initiatives.A
company cannot afford to remain stagnant. There are constantly fresh
obstacles to overcome and improved methods of operation. All necessary
changes, nevertheless, must be carefully thought out and carried out to
avoid unintended consequences.To
help businesses implement change successfully, several concepts should
be modified. These guidelines could consist of the following: (INSEAD,
2008).
Understanding
the Change: In order to effectively promote the advantages of the
change, it is crucial to have a comprehensive understanding of it. This
involves considering the reasons behind the need for change, identifying
key objectives, recognizing the benefits it will bring to the
organization, understanding its positive impact on individuals,
assessing how it will affect work processes, and determining the actions
required for successful implementation.
Planning
the Change: Successful change does not occur by chance, and planning
plays a vital role in ensuring its effectiveness within an organization.
The management of change projects can vary across organizations, with
some employing strict methodologies while others adopt a more flexible
approach.
Implementing
the Change: Various strategies are available to put the change into
action. For example, Kotter’s 8-Step Change Model emphasizes the
importance of creating a sense of urgency to generate momentum and
garner support for the changes being made.
Communicating
the Change: Effective communication is a critical aspect of change
management. It is essential to clearly and relevantly convey the
intended change, ensuring that people understand what is expected of
them and why it is necessary. Additionally, setting the appropriate tone
is crucial to evoke the desired emotional response from individuals
affected by the change.
Kotter
offers a thorough method for managing organizational change in his
eight-step change model. It starts by highlighting the urgency of the
situation and framing change as a chance. Organizing an early adopter
alliance to lead efforts and convey the need for change is helpful.
Developing initiatives and a strategic vision aids stakeholders in
seeing the ideal future condition. Recruiting volunteers keeps the
momentum going and promotes buy-in. Removing obstacles that impede
growth, including silos and inadequate communication, makes progress
possible (Deszca et al., 2019).Rewarding
little victories maintains motivation and demonstrates development.
Maintaining acceleration encourages more change by building on previous
achievements. Last but not least, implementing changes entails
acknowledging and applauding accomplishments that contribute to the
general success of the company and employee engagement. Organizations
may successfully manage and lead transformation projects by adhering to
this paradigm (Kotter, 2012).
