The Challenges And Different Types Of Change In An Organization

757 Words 4 Pages
Change in an organization can be very rewarding and gives an association the opportunity to grow if change is implemented in the right way. Alterations allow an organization to stay competitive, to challenge the competition and to satisfy customer needs. Implementing changes may present many challenges to a corporation. Changes are especially challenging to an organization if most of their employees do not believe in the company’s process or simply because they do not care. This can cause an institute to lose its supporters, its trust and its ability to profit. In this type of situation, it is up to the managers or leaders to step in, in order to influence and provide guidance for all employees. Ensuring that everyone is onboard with the proposed …show more content…
The managers that are selected may have specialized training in organizationally mandated behavior and can help guide and advise the adaption or resolution process. The advantage these employees have as internal members of an organization is that they understand the people, culture and behaviors of those on the staff. On the other hand, the disadvantages include the difficulty in establishing creditability within a system as well as within personnel’s abilities . External changes include people that are brought in from outside the organization, such as consultants, who have no ties to the organization and will not be influenced by the organization status, culture or tradition. Consultants are able to bring new ideas, add a different prospective and challenge upper management visions and methods. They may also prove challenging when build relationships and familiarizing themselves with organizational beliefs and accepted behavior. The huge advantage of using a consultant from the outside is their objectivity and honesty in their …show more content…
A manager role could be that of a coach, director, navigator, interpreter, caretaker and nurturer. The manager who plays a role as a director is usually based upon control and whatever method is required to achieve success. For example, when an organization is looking to install a new system or technology, everything involving the installation is dictated by a manager. The “coach” persona of a manager, in an organizational developing environment, focuses their thinking on an orchestrated approach in which the outcome is based on values with emphases on humanistic, democratic and developmental ideals. The “interpreter” management approach is the practical approach to organizational change. This approach addresses the needs of an company with a realistic viewpoint. It also points out changes necessary to identifying problems and achievable solutions. The “navigator” image of managing organization change tries to create a path between what is intended to occur and what the manager can control, in order to create a smoother path toward. The “caretaker” representation in management holds a position in which they coddle their employees whether they regardless of internal or external position. The nurturing approach to managing change allows positive self-organizing to take place because even small changes may have value contributions

Related Documents