Organizational change model

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Organizational change model

From Wikipedia, the free encyclopedia, organizational theory is the study of formal social organizations, such as businesses and bureaucracies, and their interrelationship with the environment in which they operate. It complements the studies of leadership, organizational behavior, management, industrial and organizational psychology,  organization development and human resource studies among many other fields and professions.

More specifically, from my understanding, organizational change refers to the relationship between the use of behavioral science and related management methods, the organization's power structure, organization size, communication channels, the role of setting, organization and other organizations, as well as the concept of members of the organization. Sometimes adjustment and reform need to be made in order to adapt to the changing external environment in which the organization, technical characteristics and other aspects of the organization's mission to improve organizational effectiveness. Enterprise development is inseparable from the organizational changes which gave the enterprise has brought opportunities and challenges, which requires companies to focus on organizational change.

From the above , we know that there many aspects about organization change in aspects like management and human resource management.

Firstly, what are the reasons of organization change? It concerns external and internal environmental change.  Changes such as the economic growth rate, industrial structure adjustment, adjustment of the government's economic policies, changes in the concept of competition due to the development of science and technology, changes in products and processes are examples of external environmental change. Changes in the internal conditions include: (1) changes in technical conditions, such as enterprises technological innovation, the introduction of new equipment requirements to strengthen and adjust the technology, production, marketing and other departments of technical services department. (2) changes in staff conditions, such as personnel structure and improve the quality of personnel, etc. (3) changes in management conditions, such as the implementation of computer-aided management, the implementation of optimization and combination

And then, what strategies we can choose when facing organization change? Change policy strategy mainly refers to:  positive cautious approach and  Integrated governance. You can make tinkering, smaller changes the original structure on the basis of organization or make major structure change for the company which is rarely use because it affects many aspects of the company or you can formulate the ideal reform program, and then combined with the focus of each period, step by step, and implement these according to your plan.

For managers, seizing the opportunity rightly to maintain organizational stability or facilitate organizational change is very important. Generally speaking, if the following situations occurred in the management, they should seriously consider changes in organizational issues :frequent mistakes , miscommunication between organizational members or long-term bad management performance, In addition, the organization's internal bureaucracy prevailed, lax discipline, organization members lack of enthusiasm and low efficiency, overstaffing serious incentive rewards and punishments are not unknown or execution departments frequent problems (such as nepotism personnel department, finance department appear in violation of financial discipline, the production department is always product quality problems) and other phenomena is obvious harbinger of change.

Some scholars also put forward some models of organization change. For example, Fremont E. Kast’s six procedures during the organizational change, Edgar Schein’s adaptation cycle model,  Warren G.Bennis’s model.

Organization change is inevitable and all you should do is to adapt to the environment and find the best way for yourselves.

References:

1. Wikipedia.

2. The changing nature of work and organizations: Implications for human resource management, Ronald J.Burk and Eddy, Ng

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