Introduction
Change is everywhere and happens anytime. A simple shifting of decision is a kind of change. The purpose of change is by making an individual or a team in deciding of which kind of plan they prefer to choose. Change is predictable and it will remain constant in everyone because everyone is striving to achieve the higher good. The concept of change is very visible inside the organization. The management all knew that change will come and so that, they already created plans and anticipated the consequences. But there are drawbacks in every decision, not every individual can accept the change they wanted or the people cannot make the change be possible.
The People of the Organization
People are the most important element when it comes to change, they are the one who will need the change, get affected by the change, and can deliver the change into its success. People will definitely responds differently from the other because of some conditions that might affect their job-related positions. The meaning of change for the working individuals are duly explained about the innovation and improving part of process in a department. Change happens with a complete thought and learning from the past. The change is always present in the present and future because it is the answer from the installment change happened in the past.
There were times when people tend to blame the organization or the top management for delivering the change. The management team must explain to the people that change is an answer to handle the things that is out of their control. The change always construct with the related learning actions for work. This is like establishing a training and development program for all the employees or crafting a group dynamics where everyone can work for a common goal. With the power of the contribution, the formulating of solutions can clarify the challenges that are ahead of them.
The next is the need for information. Change happens just to supply the need for ideas like innovating and managing. The information maybe in the form of technological involvement or competition analysis that can help the organization predicts the future benefits. The need for the leadership is a more deep issue that matters inside the organization. The need for a good leader is based on the performance of the predecessor. The support from the other workers is expected to reflect here. An organization is looking for someone who can facilitate and communicate wisely.
Reaction
There are many effects and reactions towards the change and the top management should expect it well. The reality of the change becomes present in the workplace and employees can be treated as treated if they resist in the emerging change. It could be in the absenteeism, reducing of productivity, and loss of valued employees. The stress may result from the feeling of being insufficiently skilled as changes are implemented and new ways of conducting the business. New practices and skills must be intentionally learned and practiced. Not all of the results are bad or proving disadvantages. There are also good sides of it like the commitment of every employee, the formulation of the solution in the business’s positions in the market, or the learning of the best things that can be possibly use.
Dealing with Organizational Change
The Human Resources Department is the department inside the company that can create a rapport among the employee and the top management members. The call for a change is hard when it comes to a sudden-drastic situation. With the help of the human resource staffs, the individuals can reduce the impact of change and resulting stress by focusing on the value to be gained. The human resource manager or staff must tell the people about the confidence. The employee should not assume the results of the change are always be negative, and it can be the best step that they might happen to the organization. The HR should convince the people to stay flexible and be ready to let go of the old process and try a new adventure. Talking with colleagues can help separate the stress from the work-related purposes.The reflection about the importance of people to not be blinded in recognizing the contributions on a regular basis and show appreciation should stay in the spirit of the people. Inspire the people to take an active role in the change process and continuous learning new skills, and set aside other interferences like the rumors.
Change as an Necessity
The essence of change is only for the purpose of making the business more competitive in the market and among the competitors. The human resource department must give the details of change and explain to the people the truth behind the change. The decision for changes is based on the reaction of the organization in the changes from the outside.
Conclusion
The change is always present inside the organization and it doesn’t matter how many times the transition is as long as it is promoting the good for the organization. The human resource department is the connection of the employee towards the top management and they must keep their ears open on hearing their demands.
Works Cited:
Feap News Letter (n.d.). Effects Seen at the Workplace. A series of Educational Articles for Faculty & Employee Assistance Program. [Online] Available at: http://www.healthsystem.virginia.edu/internet/feap/newsletters/managing-org.-change.pdf [Accessed 17 Sept 2009].
Systematic Reform (1994). People: The Most Important Element in Change. Perspectives on Personalizing Education. [Online] Available at: http://www.ed.gov/pubs/EdReformStudies/SysReforms/stiegel2.html [Accessed 17 Sept 2009]
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