Daniel T. M13 post

I have found this article on shrm.org and the address is: https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/managingorganizationalchange.aspx

This article talks about how to manage the Organizational change and it talks about some key consideration to some planning for major organizational change. In the article it states, “Change management is the systematic approach and application of knowledge, tools and resources to deal with change.’ Organizational change is where it is defined and adopting corporate strategies, structures, operational methods, and technologies to handle external changes within a business environment. When thinking about organizational change, it is something that would affect the business and change it or it could go to where the business is adjusting to the change in culture as well.

In the article it talk about some common problems when it comes to global organizational change. Some of those common problems would be: Lack of a partnership approach, Misreading similarities and differences in markets, and not enough accountability. For any business it is natural to consider customers and how large it is from the home market so the business could plan for those change efforts. However, it is easy for those voices of customers to be drowned out by the needs of employees and clients from distant markets. Misreading could when dealing with multinational organizations and other competition that may be doing something similar like your business.

What I believe would assist with Organizational change would be leading by example, keeping in mind that few organizational changes occur in isolation, remembering professionals’ responsibilities never ceases, and realizing that most changes require fresh, or refreshed, talents. Leading by example is a great way for any major change and doing what other leaders and managers or any higher up ask during a major change initiatives. Remembering one’s responsibilities would continue to serve employees while contending the discomfort, confusion, and demands of the department-specific changes that was created. While the realizing the changes would require fresh or refreshed talents, it would lead to people who manage a group to hire or fire employees. However they would need to retain, acquire, or develop the talents for the business.

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