Organization Change and Culture in an Organization

Organization Change and Culture in an Organization

Organization change in an organization refers to the various actions that a company or an organization alter a certain component of its organization like the culture, the present technology used in the company, the type of infrastructure used in its operations and the whole internal process. Organizational change management also refers to the way of reinforcing change to provide meaningful resolutions to the company. The major phases involved include; the whole process of preparation, implementing strategic plans and follow-through. Change in a management perspective involves the whole process of transformation of organizational culture as a result of changes in the environment, technology and people. It should be that various external forces serve to a meaningful change. This includes; the situation or place of the market that the organization occupies, the type of technology that the whole organization applies, the laws and regulations reinforced by the government and the economy.

However, changing the market strategy in a certain organization can lead to a huge number of transformations if the organization itself aims at adopting a new strategy. For the work for structure in an organization, constant change in terms of gender, age and education are experienced. This, therefore, gives room for new employees to join and leave the organization respectively. It becomes the responsibility of the managers to improve the structure of the organization by creating working groups so that it can carry out activities by evaluating the skills each employee possesses in the organization. The behaviours of employees in an organization such as self-satisfaction can lead to the creation of negative and positive effects on the organizational change.it should be noted that change management can be a burden to be implemented in an organization because it includes various changes in the behavior of the people leads to the addition of knowledge hence raising awareness and bringing upon new skills.

Managers have now come to the conclusion that agreeing for change to take place in an organization should be followed strictly and managed accordingly. This is when the organization has got an aim to prosper in the market. The technological, informational, demographic and political environment changes affect the products and services produced by the firm. Therefore, changes in an organization are effective if some principles are taken into consideration. Change management needs a better plan, implementation and needs each person affected in the organization to consider it. Problems arise when the changes are done ineffectively.

Workers in an organization do not have the mandate to manage a change taking place in the organization. Their responsibility is to play a vital role actively in the company. This is influenced by factors such as health, stability, experience and motivation. The role of change management is the responsibility of the leaders and executive members. Therefore it’s crucial to manage change in the manner that the employees manage it. The manager’s role is to give a clear interpretation of effective communication and allow a change to take place but not to train and impose. This is done since no employee should respond well in these circumstances.

In conclusion, the most important thing in change management involves including people in the process of making change. Change in an organization cannot be attained without support from the management and the employees. These two parties should feel part of the change process. Any change is based on the change of cultural elements.

Appropriateness of leadership styles

Leadership style refers to the combination of different customs traits and behaviours used by leaders for interacting with their juniors. Leadership is a managerial behavior that combines the organizational or personal goals involved in the achievement of the organizational objectives. There are various leadership styles such as

Transactional leadership focuses on the development of the employees and the consideration of their wants. Managers using this style emphasize the development of a strong system of followers to develop their skills and improve their motivation level. This type of leadership is a strong connection between the employers and the employees to develop a clear understanding motivate them and improve their values and interests. This leadership displays great performance and brings about positive changes in the output of an organization. Transactional leadership also helps in the creation and sustenance of maximizing organizational and human abilities. Workers are given incentives and rewards for their good work. It also creates an environment that improves the overall performance and also provides a better vision for the organization. However, this style does not support creativity and innovation among the followers and hence, they do not perform as per the expectations of the organization.

Another aspect of leadership is democratic leadership where the decision-making process is decentralized and shared by all subordinates. It motivates the employees for better performance as their visions and thoughts are taken into consideration. There is a positive impact on the overall performance of the organization since the employees can make decisions by sharing them with the managers and the group as a whole. This develops a sense among the employees since they can criticize any decision before being decided. This type of leadership has a positive impact on the performance of the organization since the workers are given opportunities to express and implement their ideas and participate in the decision-making process. However, there’s a high possibility of weak execution and poor decision making. This is suitable for the improvement of the efficiency of organizational performance.

Autocratic leadership involves a situation where the leaders require their subordinates to work according to their work conditions. Decision making is only bestowed on the leaders who push their workers to perform services and strategies according to their thinking. The autocratic leaders lack creativity and do not support the ideas of their followers. It restricts socialization in the workplace which is essential in the performance of the organization. This may lead to conflicts in the organization. However, this style has a positive impact in that it is more suitable for projects with strict deadlines.