Organizational change aims at ensuring that the implementation of changes in an organization is smooth and successful. Moreover, it ensures that the benefits of these changes are achievable (Burke 2010). The introduction of social media and technology has recently had much effect on business in the recent past. Accessing information by the organization is easier nowadays thus; the need for introducing changes to business to cope with the changing world.
Organizational change can take many forms. Introduction of changes is according to the goals of the organization. For instance, changes might occur in the organization's mission, strategy, operations, technology, and attitudes and behaviors of the employees (Burke 2010). Introduction of change only takes place with a systematic diagnosis of the current state to determine the need for change and the possibility to change.
There are various steps that organizations take for management of change to be successful. The organization should realize the aims of the stakeholders and manage its benefits finely (Burke 2010). There should also be effective communications to inform stakeholders the reasons for the introduction of changes. This will also help in informing them on the benefits of implementing the changes successfully. Training and providence of education to employees is also key to successful change management.
The organization should also manage resistance among employees of the organization to align them to the general direction of the organization strategically. Moreover, the organization should provide counseling to its employees, which will help in alleviating any fears that relate to change (Senior & Swailes 2010). Fine-tuning of the whole process of implementation of the changes is also significant, as it will help in keeping the process in line with the final expectations.
To effectively attain its goals, organizations need to have principles. These guidelines dictate how each employee works. Principles decide on how the company works. This means that without them, the organization will not attain its goals. Unity of objectives is key to the success of an organization (Senior & Swailes 2010). It helps collect all the efforts of the organization's employees so that they work towards the organization's goal. Clear understanding of the organization's employees ensures that each employee understands what he or she should do.
Division of work and specialization is another principle. This confines each employee to a single task. This aspect enhances efficiency and quality as each employee does not have to move from one task to another. However, the tasks connect with each other because they all aim at the same goals. Job definition is a crucial principle too. Every position in an organization should undergo appropriate definition (Fellowship of Christian Athletes 2009). This is in relation to the available positions in the organization. There should not be overlapping of responsibilities because it would result to confusion. This is possible through proper assignment of duties and responsibilities to every task in the organization.
Organizations should properly separate lines and functions of its staff. Line functions help in the attainment of the main goals of the company. Staff activities should also be different from line functions. Definitions of the channel of communication need to be proper (Lewis 2011). This is possible through delegation of authorities to respective employees who can coordinate and direct the various sections of the organization. This will ensure that the chain of command works accordingly and there will be no miscommunication in the organization.
With a proper unity of command, every employee will report to his respective superior. It will help in avoiding confusion, conflicts, and disagreements that might result from lack of unity of command. Additionally, directional unity is paramount to the success of the organization. One person manages a group of activities that aim at a common goal (Lewis 2011). This helps in building cooperation among employees.
Exceptional matters are for exceptional people. This means that high level managers attend to matters that need specific attention. These include unusual matters and decisions that touch on the policies of the organization. However, lower level managers attend to common tasks in the organizations. Managers should also manage a limited number of subordinates (Lewis 2011). This will ensue that they have enough time and ability to efficiently direct them on their respective tasks.
Functions in the organization also receive equal treatment, as they are all crucial. However, tasks that are of high priority receive exceptional attention. The number of employees in these tasks differs because of the difference in priorities (Slocum & Hellriegel 2009). The company should also design a good communication system that will ensure proper assignment of responsibilities. This is crucial in uniting the organization into one unit that will effectively produce the company's organization.
The organization also needs to be flexible in its design. Flexibility helps the organization adapt to changes that might occur in the path of its functions. The transformations might be in terms of technology, operations, or strategy (Lumpkin & Katz 2007). Continuity is extremely paramount to any organization's success. Performance of an organization requires continuity so that it maintains its efficiency. This is through proper implementation of changes that the company faces with time.
Organizational structures deals with the allocation of tasks, supervision, and coordination. These aim at attainment of the organizational goals (Lumpkin & Katz 2007). Organizations use different structures according to their objectives. Therefore, the structure determines the mode by which the organization will operate and achieve its goals.
My organization still uses a pre-bureaucratic structure in running its operations. The organization suffers a lot from miscommunication as decision making is at a central point. As a contract manager, I give various advices on operations of the organization. However, few of the advice I give get to undergo implementation. The owner of the organization mainly believes that he is the one to make key decisions. Due to this, some of the operations fail to occur due to wrong decisions made by the owner. For instance, he ignores the need for employing a director of the company who would oversee the operations of the company. He believes that most of the directing decisions are to involve him. He has assumed all the roles that involve decision making in the organization.
There is also no right channel of communication in the organization. Miscommunication is common as it is not easy to reach the boss on urgent matters. This leads to poor decision making by the person who needs assistance. This is because one might have to complete a certain task even without the manager because of its urgency. Due to this poor structure, employees' welfare is poor. Many of the employees cannot reach the authority to air their views about their welfare. Moreover, it takes unusually long time for the manager to give his response on the issue.
The manager does not take time to understand the needs of the employees, which largely affects the worker's morale. A good example is when the manager automatically cancelled the employees' request for a pay rise without any consideration. He claimed that he already pays enough for the work they do. On the contrary, the employees strain themselves at times to attain the owner's daily targets.
The owner has not set any policies that would drive the organization into the right direction. The owner makes instantaneous decisions that aim at solving arising problems. Most of these decisions are not long-term as they fail to work after some time. The owner mainly relies on himself to make decisions that affect the company directly. This is wrong because such a large company needs professionals with varied knowledge for its betterment. For example, the marketing department needs to have someone that ill effectively run it. The owner fails in this because he resorts to use people of his race only in running most of the key departments. Therefore, this gives people with no skills to run departments they do not understand.
Due to the poor organizational structure, the company suffers massive losses annually. Communication system is one aspect that suffers wastages (Lewis 2011). The system is not in the proper use. Even with its frequent repair, the system breaks down in a remarkably short time. This is because the communication channel is not definite and one can communicate with any department. With a proper communication channel, the cost of communication would reduce tremendously thus reducing the frequency of repair.
The organization's culture fails a lot in its working. The vast population worsens the situation, as most employees do not interact often. Lack of leadership is a key problem. This implies that no one is in charge of a given section of the organization thus everyone does what he believes needs attention. The control management is extremely poor hence failure in the whole leadership system (Lewis 2011). The result to this is teamwork failure. Different race backgrounds also contribute to a poor culture. It has minimized interaction among employees because every race in the organization considers itself as being superior to the other.