ORGANIZATIONAL CHANGE AND LEARNING

 


INTRODUCTION:-

Organizational change refers to the change in the way of functioning of an organization due to the internal and external factors. the forces that lead the change in an organization may be well thought of or forced changes as per the situation. Also the effects of an organizational on a business unit can range from constructive and innovative to devastating and catastrophic. Here, we would try to study organizational change and the learnings that can be gained from it.



TYPES OF ORGANIZATIONAL CHANGE:-

The organizational change can cause a change in the following domains in a business unit :-

1. THE BASIC STRUCTURE:-

In case of an organizational change of institutional level, it is possible that there is a complete shift in the working of an organization. For example, when the company Lloyd's of London first went out of the domain of monopoly in the Marine Insurance industry and embraced competition, they had to shift their basic structure from quality insurances at a premium rate to quantity insurances at a competitive price.

2. STRATEGY:-

It is possible that despite pathbreaking research and appropriate statistical sampling, a strategy does not get executed as per the requirements. In such a scenario, it is possible to come out from this situation by causing an organizational culture change in the realm of strategy.

3. POLICIES:-

There are several policies in an organization that can change owing to an organizational change. For example, if the average age of employees in an organization increases then, in order to retain higher aged employees an organization might have to increase the provident fund benefits and retirement benefits after the normal age of retirement for their employees.

4. PROCEDURES:-

If we talk about an e-commerce company such as Amazon then, it can be stated that procedure is everything for such a company. Change in procedure owing to change in the unit means a shift in the way in which services are rendered to the customers.

5. TECHNOLOGY:-

In the 21st century, it is estimated that every yearly, nearly 11 major advances happen in the field of research in technological sciences as per the report on technology published by university of Minnesota. As  a result, it becomes inevitable to change the organization as per the changes in the ever-shifting field of technology.

6. CULTURE:-

Finally, a change in organizational culture has the capability to cause a paramount shift in the trajectory of an organization. here, it should be understood that this change can occur in varying levels of magnitude. For example, an organizational change can include the change in the mindset of employees from patriarchy to gender equality. It can also include a shift in the level of expected output in a business unit. 

LEARNING FROM ORGANIZATIONAL CHANGE:-



The learning from organizational change can be summarized in three easy key points as follows:-

1. CHANGE IS CONTINUOUS:-

When we undertake an in depth analysis of organizational change, it becomes vert clear that change is inevitable as well as quite regular and recurring in an organization. Gone have the days where the change was predictable. Now, every business unit has to evolve as per the change that are inevitable and try to maintain the trajectory of an organization. Thus, it can be inferred that the primary learning from organizational change is it's acceptance.

2. GREATER THE CHANGE, GREATER THE RISK:-

Many a times, we tend to understand the primary fact that even a planned out change may not be embraced by the employees, creditors, investors etc. For, example the investors of Google did not allow the proposition of it's privatization in the year 2014 by it's founder Larry page. Many a times, people don't want to leave their comfort zone and in the process they do not change the way of their working. Hence, the risk of a complete devastation of an organization increases with an increase in the magnitude of organizational change.

3. ABILITY TO SURVIVE COMES FROM TO ABILITY TO CHANGE:-

Regardless of the negative outlook given to change by the employees and the employers, there is no doubt in the fact that change has the sole capability to protect the existence of a business unit from shutting down. If the unicorns of today did not effect change at required intervals of time, then they would never have been able to rise to their present levels.

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