The Importance Of Organizational Change

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Register to read the introduction… But they are also in tuned with what is considered minor and major changes in their organizations. Leaders that fail to make their reasons for change in their organization clear to employees make setup up the change process for failure. It is human nature to mistrust things in which they do not understand. Management in ability to make the connect clear of how change will impact the organization for the better good allows for many internal and external factors to take control of the change process. Rumor of why the change is occurring may arise internally between employees. This can produce a number of feeling and reactions that must be address. Rumors are especially rampant during organizational change. They often preempt formal announcements by management, predicting the nature of the change (companies X and Y are planning to merge) or alleging dire consequences for employees (a large number of employees will be laid off). Isabella (1990) found that in the early stages of organizational change, rumors predicted the possible direction in which the change may be heading (Bordia, Jones, Gallois, Callan and DiFonzo, 2006). This is common with many changes in organizations. During a recent change in my organization, I encounter several employees that had been with the company for several years and did not agree with the changes being …show more content…
There must be communication during all three phase of the change process. Communication is important within the unfreezing phase to enable a successful change. The actual change of the organization is contained in the movement phase in which the organization is moved from the current state to the desired stated. The refreezing phase involves freezing the newly formed organization so that there is no possibility to return to the former status quo or to continue changing in another unwanted direction. As the most valuable asset in an organization (employees) they must be considered when change is planned. Their buy in to the change process will determine its ultimate success, although resistance is normal it to can be managed when planned

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