Types of Changes in Organizations
Discuss about the Organisational Development and Change for Psychology.
Change is one of the most important means of any organization especially in the lives of people and the other types of factors associated with it. The concept of change is very prominent in the world as it is the ultimate truth of the people around. There is a constant change in the various subjects of the society which should be accompanied by the background it has (Cummings & Worley, 2014). Background of change is referred as the information that is to be obtained previous to the change of the topic and is to be connected to the upcoming changes and the ways that is to be connected. Change management is the process that deals with the concept of change and development of the business or enterprise associated with controlled identification and implementation of the requirements. The topic of change is a dynamic topic as it is not limited to any kind of restrictions and other type of issues related to the same. The following essay describes the topic of change and the importance of background related to it (Burke, 2017). The change of an organization or any enterprise depends on the various change agents that are associated with the same. Change agents are defined as the people who are both external and internal to the organization helping in the process of transformation of the organization. The following topic is to be considered with the help of the organizational situation in a workplace where there is an ample amount of workers hailing from various parts of the ethnic, social, financial and developing backgrounds. The topic is mainly to assess the various people in the workplace condition where the amount of change made by the people of the organization are evident and sometimes mandatory to the need.
The change within an organization is implemented by the various change agents that are associated with the process and outcome of the number of change agents working for the same. The change agents implement a number of changes in the process of change management. Their role includes the following – advocating required change, encourage, facilitate the changes along with advising and managing the changes. It also helps to manage the change in the required results.
Background conversation refers to the process of explicit changes that is occurring at the forefront of implicit backdrop of the events that are occurring in the same event. The background is one major events that needs to be addressed in terms of change which is caused by both internal and external change agents. Internal change agent are the people and factor that transform the agency from within while external change agents are the people and factor who change the workplace from outside.
Role of Change Agents in Organizations
The change agents have a role to play in the background conversation of the change process and should take into account the background management that is being done in the mode. The change agents which is the people associated and implying the change is to be connected to the background of change to make sure that the desired results are being there. The importance of change agents lies in the fact that with the greater emphasis on the process of background conversations, they would be able to make sure that the process of change is being adhered to. The background conversation in the situation taken is the workplace organization and the change agents are the employees and management helping in the change. The change agents have to be proactive to navigate the change according to the types of background conversations given in the process. Therefore, background conversations hold an important part in the process of change as without an indication of the proper background, it is difficult to proceed with the changes required and adequate for the time.
The following situation which is taken in the analysis is of organizational change due to certain factors that are present within the place. The backdrop situation is the organization while the change factors are many mentioned below. The internal change factors are more prominent here than the external change factors as they can modify and manipulate the change from within. Generally the organization are resistant to change and have agents that try to preserve the background, however, with time, the internal agents are required to change the process and the agents.
Organization is a place where there are a number of people working under the same company with their various modules of work structure and other factors like ethnic behaviour and from the place where they belong. There are different forms of changes that takes place in the organization as to behavioural and tactical forms which influence different types of people in different manners (Caldwell, 2003). The organizational change majorly takes place in a situation where there is a need to balance the whole of the state in respect of the organizational workers and the people involved in the workplace (Jabri, & Pounder, 2001).
The people adhering to the number of ethnic origins and location have various things in common and some of the factors that are different from each other. However according to Ford,, Ford, and Mcnamara, (2002), in the working of an organization, there needs to be a parity in the different types of people working which makes the Theories of Organizational change inevitable in the matter. The theories help to investigate the amount of change that is being required by the people of the organization and also to make sure that the changes are adhered by the number of employees in the same manner.
Theories of Organizational Change
There are a number of theories that are associated with the concept of Organizational Change which can be classified in below
Lewin’s Force-Field Theory of change – In this theory of change, the profounder Kurt Lewin states that there exist two types of forces in the organization- one that helps the organization move towards the field of change and the other that resist the organization from making any changes in the workplace (Burnes & Cooke, 2013). These two organizations always work in opposition to each other and the better force among the two work and operate in a better manner. The theory of change also states that to know the background of the change is one of the important factors that is there in the organization and to make sure that the people of the organization are getting their changes as per their ethnic origin and background (Shirey, 2013).
Organizational Change – This type of change is noted in the creation of Gareth R. Jones and Jennifer M. George’s book, Contemporary Management that states that the organization generally tends to drift from the current scenario of stability to a state of change by the organization as a result of which the people of the organization are getting to experience newness in their work modules and innovative work structures (Morgan, 2013). . The change should come up with the various factors of the organizational workers like their origin and location that can help to keep the organization in a well-manner.
Evolutionary Change – This type of change is gradual and comes with a stipulated period of time. This type of change is not drastic or comes at once but is that which is determined by the forces and makes sure that it comes to each of the individuals with their required amount of time and pace (Valters, 2015). The type of evolutionary change should come with the requirements of the workers in the organization and should make sure that the change is consistent and not at once.
Revolutionary Change – This is the exact opposite of the Evolutionary change which is drastic and comes at once in the organization. According to the This change comes due to the various factors of the workplace such as the workers mode of working and also by the various kind of revolutionary process that is being done by the organization (Orridge, 2017). The revolutionary change is made to maintain the various types of complaints that the people have in terms of the company and is implied in a very quick manner to solve the issue. This type of change is generally based on the overall strata of the society and so is not segregated according to the ethnic origin and the location of the individual.
Managing Change – The concept of managing change is done in a fact and by the implementation of the various factors associated with the change. There are four steps that are needed by the organization to make the specific amount of change in the manner (Alvesson & Sveningsson, 2015). The four steps are Assessing, Deciding, Applying and Evaluating the needs and changes in the work module. The management of change is done by the authorities of the organization and is to make sure that each of the workers gets the required change that the person has.
The various types of change that is done in the organization is on the basis of common traits that is being adhered in the organization. The organization, in general, does not adhere to the various means of differentiation on the basis of ethnic origin and location, in short background of the employee in assessing the changes done (Austin & Bartunek, 2012). However, it is of real importance to assess the various types of changes on the basis of backgrounds as changes and differentiation in background can affect a lot of changes and make the people go through various kinds of changes. According to me, this type of a change is of utmost importance in the working module of the employee of the organization. The various kind of changes that is being adhered to in the organization is the result of the various process of change determining theories is one of the best methods to make sure that the people working in the organization gets the required amount of change in the process.
The concept of making changes in the organization with the help of background information is one of the major and evident changes that can be made by the people of the organization. The theory of Social construction can also be adhered to in the theory of Organizational change which can also focus on the various types of background analysis in the change of the strategies and tactics of the organization.
In my experience, I have seen in my workplace following the concept of background analysis information before making any changes in the organization as our organization is a mixture of various types of people hailing from various types of background information from the same (Mitchell, 2013). The various kinds of background is necessary to make sure that the changes done by the organization for the benefit of the people working is completely justified to the fact and also made sure that the people of the organization and not getting any sort of discrepancy in terms of the changes done.
Background information of the employees should be done on the basis of the following factors –
Age – Age is one of the factors that is necessary for the background information of the people of the workers working in an organization. The relation of age to change is very pivotal as with change people tend to expect a number of changes with the organization which is variable according to the age provided. The age is merely a factor that needs to be addressed with the changes that is being implemented. With age, the change is different for various kinds of people which need to be changed accordingly making it one of the major background factor that needs to be considered while making the changes.
Literacy – Literacy is defined as the capacity to read and write by the people of a certain group of people. The literacy rate is one of the major issues in the determination of the changes that is to be considered in the organization and forms of the major backgrounds that is to be considered in the changes. The literacy changes with the people working and every group of people having different level of literacy have different requirements of changes that is being done.
Ethnic Origin – The ethnic origin refers to the place of origin for the people of the organization. The people belonging to the different origins have different types of characteristic features in them which make them prone to various types of changes as given by the authorities. The people belonging to the various types of ethnic origin is made sure that the people have different types of requirements from the place of work which make it one of the major factors determining the changes.
Location – Location of the organization plays a vital role in the various types of changes that is there in the background finding of the people of the enterprise. The changes require background findings that require the organization to have multiple changes by the authorities. The people hailing from multiple locations of the organization are made sure to have various kinds of changes to make them aware of the various implications of the same. Thus location, as a background information plays a vital role in the changes of the organization.
Fundamental Views – The views of the employees in a particular organization plays a vital role in the changes that the organization focusses to have as a background information. The views and theories of the employees in an organization is one of the major factors that help to make sure that the people of the organization are having a positive feedback on the changes adhered (Benn, Edwards & William ,2014).
The reasons for the implications of the changes on the basis of the background information is to make sure that there are the following advantages both for the company and for the employee. The positive aspects of the change is mainly to adhere to the various issues and the demands that the employees of the particular organization faces.
Issues of the employees – When the changes of the organization is done on the basis of the various issues and the background analysis of the people of the organization, there is a possibility that the issues of the employees will be solved to a major extent (Morde, Ma & Guler (2012, June). There are multiple issues of the employees that requires background information for the solving and it is done by the thorough analysis of the background information of the workers.
Makes easy for the authorities – The authorities find it easier for their own interest to implement the changes if they know the background information of the people working for the organization as people from different sectors have various types of demands and needs changes accordingly.
Gives specific requirement deeds – The background analysis of the workers working for the various types of organization have specific requirement deeds that needs to be addressed and one of the best ways to do so is to know the background of the employees before going for the changes.
In conclusion, it can be said that knowing the background of the employees for the manifestation of the changes in a particular organization is one of the major elements that needs to be catered by the heads of the organization. The various changes are associated with demands that can change according to the various types of background that is present in the employees of the institution.
Reference
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Benn, S., Edwards, M., & Williams, T. (2014). Organizational change for corporate sustainability. Routledge.
Burke, W. W. (2017). Organization change: Theory and practice. Sage Publications.
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Morde, A., Ma, X., & Guler, S. (2012, June). Learning a background model for change detection. In Computer Vision and Pattern Recognition Workshops (CVPRW), 2012 IEEE Computer Society Conference on (pp. 15-20). IEEE.
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Orridge, M. (2017). Change leadership: developing a change-adept organization. Routledge.
Shirey, M. R. (2013). Lewin’s theory of planned change as a strategic resource. Journal of Nursing Administration, 43(2), 69-72.
Valters, C. (2015). Theories of change. Time for a radical approach to learning in development.
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