Fundamental and Complex Ethical Issues in Organizations
Discuss about the Change Management in organization.
In the global business environment, the business process faces numerous ethical issues which they need to correct with their business activities. It is the responsibility of the organization to develop certain code of ethics that every member connected to the organization shall follow and put them in their daily activities. Fundamental issues of ethics include integrity and trust and the complex issues of ethics include decision making process, accommodating diversity, compliance and governance etc. The fact shall be taken into account that all organizations face the ethical dilemma in today’s world, and handling such problem with solidarity is very important for the organization; because it will help the organization to gain the trust of employees and customers of the organization (Bogers, & West 2012). Further the essay provides a brief overview of the ethical issues and implications in an organization, primary targets of change management, reason or this change and various theories which adequately defines the process of change in an organization. Further details about the task are discussed below:
There are many aspects which shall be considered by the organization while deciding the change management process in an organization. As change is not restricted to a part of the organization, but its effects are spread on whole functionalities of the organization. Thus, the fact is be known that all the organization shall understand, analyses and then apply the change process in the organization while looking at all the important factors which can neutralize the change in the organization (By, Burnes, & Oswick 2011). Further the factor which affects change in an organization can be segregated into two parts that is internal factors and external factors. The internal factors are those which are present in the internal environment of the organization and affect in working of the organization whereas external are those key consideration which are present in the external environment of the organization and initiate change or affect changes in an organization. Talking about competition, it is one of the most important factors which shall be evaluated by the organization in order to initialize change management. The entrance new competitors in the market cause change in the marketing strategy of the organization. This process initiate change in the organization and it also affect the change strategy of the management as well (Carter, et. al., 2013).
Factors Affecting the Change Management Process in Organizations
Another important aspect which shall be considered in technology, it is the major factor which acts as a reason for change in any management. All organizations want to innovation along with technology, due to which they need to upgrade themselves with new and efficient technology so as to maintain their competitive edge in the target market. The third major aspect which shall be considered while looking at the change management process in an organization is the government regulations. Change in government regulations changes the working of the whole industry. Thus it is important to consider the government regulation and analyze its effect on the organization and then initialize the change management process (Coghlan, Rashford, & de Figueiredo 2015).
After analyzing the key consideration aspects the organization shall gather information which can assist them to complete their target and implement changes in the organization. Data gathering is a mandatory process, because if the organization will have adequate knowledge about the changes in the environment and way in which they change implement change. Then the change process cannot hold its effect in the organization (Hayes 2014). In-person conversation, surveys, mails etc. are some of the ways with which the management can attain information regarding the change which they want to initiate in the organization. Personal discussion and questionnaire are some of the ways which can provide accurate data to organization. This data can help them to target the articular segment in the organization implement change in them (Hornstein 2015).
The next step is the identification of the primary target of the change management process in the organization these targets are those groups of people for whom the change management process is defined in the organization. The organization target them to and implements activities in such a way that change is implemented in the organization. The identification of such target is important for the organization, as on the basis of these targets only the management will prepare the change plan in the organization. Also, the success of the plan is also evaluated through targets only. As if there is change in the plan then the plan has shown positive results otherwise vice versa (Burke 2017). Also the accuracy of target is also important for the accomplishment of the plan defined. Suppose if the management is aiming to initiate innovative technology use in the product of the organization and they are aiming the wrong target to analyze the result of the plan, then the change cannot work effectively. As the management will develop the in such a way that it affects the target and initiate change in them but the aim of the organization something different and plan is going in the wrong direction. Thus in this way, the organization won’t be able to meet the change according to their expectation due to selection of wrong targets. Thus it shall be noted that selection of the target is an important aspect of the process of change. And this of the wrong target will initiate failure of whole change plan of organization. So, mistake in the planning and executive process of change management is applicable but mistake in the selection of accurate target shall be avoided by the organization (Creasey, et. al., 2016).
Data Gathering and Primary Targets of Change Management
Resistance is a normal aspect of the process of change in an organization, it shall be considered that human nature when someone introduces to change in the organization; on the initial level all the employees denies to this change and look at this is a negative way. One of the major aspects due of which employees resists changing is their mentality of failure of their target. Employees think that they won’t be able to achieve the target due to which change process will not become effective in the organization resulting in loss of job of the employee (Pugh 2016). So, it shall be considered as one of the reason due to which employee resist changing in the organization. Apart from that satisfaction of job is also one of the components among employee due to which they resist to the change plan presented by the management. Employees who are more satisfied with their job will always positive reaction to the change implementation plan in the organization whereas less satisfied employees will not. Also, loss of control is one of the factors due to which the management fear to initiate change process in the organization. As changes refer to the process of molding the conditions present in the organization and implementing activities which will increase the efficiencies of the organization (Church, et. al., 2016). For this purpose, the management needs to deal with the different aspects present in the organization, and the might feel themselves in inefficient to tackle such changes present in the organization due to which the plan might not work according to their expectations. Also to some extent, such fear of failure and loss of control is acceptable but for the process of change, the management needs to take risk. As this change will provide more benefits the organization due to which the organization shall take risk and implement the change process in the organization (Malgas, and Henrie Benedict 2017).
Lewin’s force field analysis states the process of change in a better way; he provides three phases of the model. The first phase unfreezing states that the organization needs to keep aside the old and rigid laws which used to hamper the growth of the company. This process aims to open the mind of the employees and initiate new change according to fluctuating market feature. The next step refers to change which refers to implementation of the new idea and applies it in the management process. Lastly refreezing refers to the process of change management under which whatever has been taught to the employees by the management shall be taken into action .the activities shall now be incorporated in the regular working of the employees. Such change shall be adopted by the employees with the help of change management. This step is the final stage of the model under which actual performance is seen and analyzed. This process works in such a way that on the initial basis the management is unfrozen and welcomed to the change process, after providing flexibility and enough information about the change the process is implemented; and lastly, after this implementation, the organization is frozen again (Shimoni 2017).
Resistance to Change in Organizations
Another model is the bekhard change plan, which initiates some steps for the process of change in the organization. First is adjustment of goal and standards according to flexible conditions, next is identification of current action plan which is working in organization and objectives which this plan is targeting. Further, this process defines proper change activities according to the changes objectives of organization. And lastly, the organization shall develop tools and strategies to initiate this transition and initiate measures to control the uncertainty as well (Gollenia 2016).
Further talking about change it shall be noted that organization politics is also one of the major components which resist the process of change in the organization. As people do not want to change their working conditions or environment in which they are comfortable due to which politics is played in the organization to resist such. So, in order to align this politics in favor of change management, the management shall take the trade union leader in power. They shall convince the leader regarding the change and benefits which they will receive through this change; after which they shall ask the leader to convince the whole union to initiate the process of change. Thus in this way, the management shall use politics to create output for the organization (George 2016).
Thus, in the limelight of above-mentioned events the fact that shall be noted that change is an important part of the business process which needs to be implemented by the organization. In order to maintain the effectiveness of the organization and gain the competitive edge, the management needs to implement practices according to the fluctuating market features. Also, selecting the right for change process is also important for the organization because if the will select the wrong target then the whole plan will fail. Lastly, it shall be noted that t is the duty of the management to take risk and convince their employees to implement the change process for the effectiveness of the organization in the target market.
References
Bogers, M. & West, J., 2012. Managing distributed innovation: Strategic utilization of open and user innovation. Creativity and innovation management, 21(1), pp.61-75.
By, R.T., Burnes, B. & Oswick, C., 2011. Change management: The road ahead. Journal of Change Management, 11(1), pp.1-6.
Carter, M.Z., Armenakis, A.A., Feild, H.S. & Mossholder, K.W., 2013. Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change. Journal of Organizational Behavior, 34(7), pp.942-958.
Coghlan, D., Rashford, N.S. & de Figueiredo, J.N., 2015. Organizational change and strategy: An interlevel dynamics approach. Routledge.
Hayes, J., 2014. The theory and practice of change management. Palgrave Macmillan.
Hornstein, H.A., 2015. The integration of project management and organizational change management is now a necessity. International Journal of Project Management, 33(2), pp.291-298.
Burke, W.W., 2017. Organization change: Theory and practice. Sage Publications.
Creasey, T., Jamieson, D.W., Rothwell, W.J. and Severini, G., 2016. Exploring the relationship between organization development and change management. Practicing Organization Development: Leading Transformation and Change, Fourth Edition, pp.330-337.
Pugh, L., 2016. Change management in information services. Routledge.
Church, A.H., Fleck, C.R., Foster, G.C., Levine, R.C., Lopez, F.J. and Rotolo, C.T., 2016. Does Purpose Matter? The Stability of Personality Assessments in Organization Development and Talent Management Applications Over Time. The Journal of Applied Behavioral Science, 52(4), pp.450-481.
Malgas, R. and Henrie Benedict, O., 2017. Communication of Change Management: Variation Based on Recipients’ Position in the Organization: A Case Study. Journal of Communication, 8(1), pp.69-76.
Shimoni, B., 2017. What is Resistance to Change? a habitus oriented approach. The Academy of Management Perspectives, pp.amp-2016.
Gollenia, L.A., 2016. Business transformation management methodology. Routledge.
George, B.U.C.?.?.A., 2016. Organizational Change Management: Part Of The Management Strategy. Revista Economic?, 68(5).
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