Adapting to Change

The mechanical technological driven gentlemans gentleman of today is touching fast and in this environs stir is an inevitable thing beca apply tot eithery the ups and downs ills and successes confront by the slew atomic number 18 interdependent on the heightens glide byring in the environ environment.The capabilities of a individual to defend towards the qualifys and bring them determine the musical mode of spending of persons life. In the personal as rise up as professional life the people guide to be well advised of the assortments occurring both(prenominal) them so that they nookie keep them align with those permutes. just approximately of the switch overs occurring in the surrounding world atomic number 18 led by the technological advancements.Technology has benefited the mankind in draw of numerous tools, devices and techniques. These youngfound facilities replace the old one and the way of doing certain thing also tack with age. Most of th e date these advancement and miscellanys bring improvement in the life of the people further in just about of the cases people contribute to give up their tralatitious values and cultural norms in order to eff up with the replaces.This paper is intended to theatre of operations unalike theories and models that atomic number 18 presented by the researchers related with the adopting to variety in an arranging. The dissertation is based on a qualitative research study that is conducted through secondary abstract of data and a case study.The case study of a US based comp any(prenominal) is presented so that diametrical theories of adopting to inter alternate weed be keepvass in the emplacement of the go with and the evidences could be erect about the practical implications of the theories of adopting to falsify.1.1 Importance of TopicIn the fast moving world of today ideas came in to existence and whence they are executed rapidly too, building carry on of pres a ccepted on the people functional in different fields because they acquit also to adopt the corresponding policy of creating and implementing unexampled and changed ideas from time to time.The time required for making these changes is often real short circuit but the success of an institution in the exceedingly competitory marketplace of today lies in the situation that how quickly they pot respond towards the changes. This depends upon the capabilities of an brass instrument find outing adopting to change.It is very richness to study that what is the sizeableness of adopting to change in an formation because it is one of the just about eventful telephone numbers for the argumentation system of rules now days and the complete reasonableness of this materialization is essential for individuals as well as judicature so that they sack manage their brisk and design new st straddlegies in this perspective.Thus this topic possesses huge importance from the social research point of study that it covers an emerging and updates issue that is necessarily to be mute by the individuals and administrations to break in the highly competitive marketplace.1.2 Need and Signifi crumbce for the StudyThere is considerable portion of the literary surveys conducted around the topic and numerous research studies rent focused on the models and theories of adapting to change and their practical implication.This dissertation is continuation of the research call on done so far because the topic is gaining to a greater extent and more importance. As the technologies is rapidly spreading so the submit of abidevass the change in governing body is also larn more and more important and the dissertation is aimed at fulfilling the call for of and study on this topic.1.3 line of ProblemTo study the theories and models of adopting to change in an organization and analyze the case of an organization in the gay of the studied literary browses1.4 Object ive of the StudyThe study is aimed t achieving the following objectivesTo sympathise the concept of adapting to change in an organization from the historical perspectiveTo study different theories and models of adopting to changeTo present the case study of an organization regarding the strategies and planning related with adopting to change. 2. Literature Review2.1. Adopting to change historical PerspectiveAdopting to change in an organization is non a new phenomenon but it has deep roots inwardly the history. Lewin (1952) presented a three stage model about adopting to change in an organization. The three stages identified in the model presented by Lewin are unfreezing, change and refreezing.It was further explained by the researcher that when an organization has go outingness to adopt the changes source of all it gets set for the changes. When the change is emerges in the surrounding, the organization implement that change indoors its gaining culture, and thence the org anization strives to regain stability as short as possible for it.All of these steps are interpreted by the organization with a specific outcome of time so that organization throne get stability and functionality on early basis (Lewin, p459, 1952). As the time passes, the bu infractess world show the need for more turbulent and flexible model of adopting to change that kindle fit well in the indefinite organizational and environmental conditions as well so the early model presented by Lewin became less prehend and uncommon.De Jean (1991) and Malone et al (1992) presented another concept of adopting to change that engine room is the principal(prenominal) factor that bring changes in the environment and while designing the technologies it is the key issue that the technology essential be easily adoptable by the end users and the people can have the opportunity to customize their existing features using the new technology and at the same time they can also clear new applicati ons with the help of fresh introduced technology.In this way the features and adoptability of the technology it self determines the success rate of its acceptability. At the same time, the organizations also have to be aware of the fact that how they can implement change within their existing operative patterns and what are the most appropriate ways of integrating new technologies in their traditional system.In this situation the experience of the organization plays the most significant use in determining the constituent of the organization in the changing situation. Mintzberg (1994) and McGrath and McMillan (1995) explains that on that point are changes coming in the environment rapidly and the technology is backing up these changes in terminationive manner.In this new scenario thither are many organizations that are inactive unaware of the fact that what is actually going around them because they see all of the things like a grainy that is sinlessly new for them and they dont level know the rules and regulations of playing the game.This is the main factor that can lead the organization towards broad(p)er risk of failure because this show the lack of impartingness of the caller to get place for adopting to change and an organization can not survive in marketplace until and unless it is ready to face the changes.2.2. Adopting to change Need, Importance and StrategiesVictor Siegle (2006) explains that an organization has to be well aware of the changes occurring all around because the success of an organization by and large depends upon the fact that how fast and how adequately they respond towards the changes and ca-ca amendments in their strategies to meet the demands of those changes.These changes could be in form of change in the clients or customers requirements and the organization has to provide the goods or services of the client or customer jibe to their new requirements.The organization has to change according to the requirements b ecause the customer is always regenerate and of they want to keep their clients and costumers fast(a) with them they have to agree them that their demands forget be met on timely basis and they go away get outstrip quality services from the organization.In this regard it is very important for the organization to know that what are the priorities of their clients or customers and as far as there are some changes occur in their requirement due to any factor, then the organization has to keep an eye on those changes and the worry has to be always prepare to react upon these changes accordingly. Only then they can be sure about the successful relationsIn this context there is great responsibility lies upon the shoulders of the high officials and steering. They have to spud such(prenominal) strategies and organizational culture in the company that the staff and their working patterns can easily adjust with the coming(prenominal) changes.All of this has to be done while stay wi thin the boundaries of the schedules, budgets, people, and deadlines. For better wariness of adopting to change it is essential to create a synergistic nature of the organization convey that different teams should be created to perform different display case of business activities separately and whenever there is any change required in the production of good and service, the people concerned with that particular part of the work will be contacted and asked to make changes in their work.In this way the entire production process or company strategies does not face any set back or major delay. This is necessarily to be done by the instruction because they have no option to check out No to the client or customers asking for change. This will not effect the reputation and credibility of the organization but also the sales and revenue of the company will be badly affected.However it doesnt performer that the organization moldiness be ready and go for adopting each and every change occurring in the surrounding world but there is great need of effective anxiety of adopting to change strategies and planning because unmanaged change can create lots of problem for the organization in terms of increate in the potential of causing disruption to projects already in progress that big businessman lead to the mediocre end product, missed deadlines and budgets.All these factors will ultimately contribute towards the deterioration of the relationship of the organization with their client or customer. So there are some key steps that must be followed by an organization in the process of change steering so that they can be in better position for adopting to change.For example they have to assure that the new or changes policies will be commix in to the original or existing policies and working pattern of the organization so that the employees can portion out up with these changes easily.The cost and time involved in the production process should be kept in considerat ion by the focussing while implementing a change so that the budget and deadline could be managed effectively.At the same time it is equally importance that the management must choose from the emerging changes that which one is beneficial for the organization and which will harm it. This will help the company is getting well prepared for adopting to change in the organization.Jacowski (2006) explains that the overall success of an organization is greatly dependent on the change adoptability capabilities of the organization. The researcher explains that adopting to change in an organization requires lot of time, dedication, money and effective planning.It is very essential to manage the change right- dedicate(a)ly because changes can take the organization towards improved productivity, efficient employees performance, superior quality of good and services produces and a better bottom line.In case of failure of the organization in adopting the change there is a great risk that the r elationship of the company with its client or customers will be harm, there will be frustration generate in the employees, and the over all productivity and quality of the organization will be badly effected.In order to avoid the dangers of mismanaged change, it is very importance for an organization to get ready for adopting the change with all its planning and strategies. First of all the change must be added to the companys function in a practical and meaningful way, otherwise there is no chance that the change will be accepted and successfully implemented in the organization.Thus the management has the major responsibility to choose that what change is needed for the organization and above all what are the implications of that change within the existing working culture of the company. The management has to keep an eye on the time outlet also to decide and when and in which aspects of the business, the organization will congenial the changes and what are the aspects and polici es that will be remained smooth by any of the changes.For the better management of adopting to change in the organization it is a crucial theme that the people associated with the change management must be aware of all the problems and issues associated with the adoption to change sin the organization and they must have adequate work done on the lines that who will be taking on the change, who will best know how the change will work, and how it can be utilized.In supplement to this it is equally important that there must be trust worthy relationship between the management and the employees so that the employees can be motivated to work in efficient manner in the changes environment also and they must be mentally prepare to face the changes adopted and implemented by the organization.It is importance to have trust based relation in the organization to get prepare for adopting to change because in case of lack of trust, the employees will disdain potently towards the implemented changes and it will become even more difficult for the management to implement the changes within the organization.Moreover the management should also have deep understanding of the employees issues so that they can know that what changes will be welcome by the employees and what changes will be resisted. In this regard the management must have effective intercourse link with its people so that there could be good understanding of their reservations and concerns.2.2 Theories and ModelsGallivan at al (1994) allowance to change in an organization requires hard work of many years because it is not something that can occur immediately. The researchers explain that to get prepares for adopting any change, it is very infallible that the management of the organization must assure the take to the woods of concise, readable and to the point information to the employees.At the same time it is also important that the information must go along to the right person center to the person who can make the right use of it. The researchers see the role of converse most vital in the perspective of adapting to change in the organization. They pointed out that there must be use of multiple channels of talk in the organization for the promotion of any new idea or effectuation of any change.The management is recommended that there must be good communication links built with the employees so that the management can effectively demonstrate the decision of the management regarding the implementation and adaptation of any new change. The role of management is very crucial at this stage because there is a broad spectrum of skills required to lead to effective management of innovation and change within an organization.There must be programs, workshops, meetings and gatherings arranged by the management with the employees so that both the management and the employees can better understand the perspective of each other. In addition to this the management must also produce and provi de some material in form of hard imitate or soft copy to the employees.This material can explain the perspective of the employees in detail and can inform the employees many such things that can not be demonstrated orally.However before providing the material to the employees, the management must understand the needs, limitations and problems of the employees so that they can use the appropriate words and language to address the employees and can make such point in the literature that will be easily acceptable for the employees. Kwon and Zmud (1997) explains that adopting to change in an organization is not an easy issue because in many organizations there is great mishap that the employees with resist change and talk about remaining sticking on the same traditional means of doing their work.He further explains that there are some main reasons due to which the employees within an organization can resist for change and these are the challenges for the management if they want to dev elop a culture in the organization splay towards changes.An important reason why the employees resist the change in ambiguity that people are undecipherable about the details of the emerging change and they have certain questions in their mind that what would be the effect of the change over their job position and working patterns.This unclear image led towards the resistance in the employees regarding the change. Another important reason is lack of proper communication links between the management and the employees. When the employees are not properly informed by the management neither there is any consultancy done with the employees but the change in imposed on the employees as an order, then there is a generally diversity and unwillingness in adopting any change.On the other hand if the employees are well informed about the change and the policies are discussed in details then thy can meet higher levels of job satisfaction than unlearned workers. This is because people like t o know and they have the right to know that what is going all around them and what are the decisions that are taking place related with their work and positions.