The globalization of economy
has led the business
environment to be more dynamic with
unprecedented challenges of marketplace, technology and human
resources. Organizations have realized the inevitability of change. Change
is only constant and making work environment diverse. To
be successful in this turbulent environment, organizations
are forced to be competitive and susceptible to the changing
needs of the customer. To foster change, organizations have to create
the mindsets of the people with attitudes of flexibility,
dynamism and responsiveness. Hence, the prevailing need of the
organization is to create a structure and culture that is positive and
organic, and develop individuals and groups to their full potential to face
the emerging challenges. An efficient way of managing this change
is through the process of organizational development,
which enables improved organizational performance, survival and
growth through enhanced problem-solving capability and
decision-making climate for people.
In today's context, the survival and sustenance of the
organization depends on its responsiveness to the unprecedented and
changing demands of customer preferences, regulatory norms and
technological advancements. Organizational change is the initiative
and implementation of a new concept to continuously improve its
process, structure and methods to increase organizational effectiveness
for achieving its objectives. The change takes place in
an organization by internal forces such as operations of the
company, performance gaps, changing needs of the employees, structure
and policies of the company. The change also takes place by external
forces like technological changes, rapid changes in business scenario
with increasing competition, and environmental factors such
as political, economic and demographic factors. It is
obvious that any change will have resistance either by an individual or by
the organization. It is a general tendency that employees
resist change in the absence of adequate knowledge and skill, fear of
failure and fear of losing jobs, lack of confidence and
losing the established relationship with peers and superiors. The resistance
to change can be reduced by some of the approaches like
open communication and highlighting the significance of change and
its requirement. Also, by involving employees in the change
process and providing organizational support with proper understanding. |
