Organizational development is an evolving, systematic process of implementing positive and effective organizational changes. Organization development change management (ODCM) prepares employees, the leaders, the whole organization to follow the changes required to reshape the company for the better. It is a concept that implies the importance of managing human emotions and employee concerns when major changes are made in an organization. ODCM refers to a component of a major company reconstruction designed to fix an ineffective workplace.
Importance Of Change And Development
A change in any organization may be important for many reasons. The need of this change may vary from situation to situation. ODCM provide the tools, techniques and methods to help the organization to the goal of organizational change and development. Change happens when an organization changes its entire strategy hoping that the new approach will help drive the organization up the ladder of success.
Change can also occur when an organization decides to displace a major section or practice of its business culture or completely change the nature of its procedure. CEOs, Managers and top leaders in the organization are always at the lead to make the necessary efforts to implement favourable and significant changes. Some of the leaders are good at recognizing and implementing changes, while others always strive, struggle, face employee resistance to change and new developments and fail ultimately.
ODCM should be initiated with the purpose of improving the organization and not to infuse job insecurities and uncertainties among employees. The main goal should be to improve the work environment, train employees to adapt to the new work environment and lay stress on training them effectively so that they remain productive in the organization and make the business a success. The change and development must be discussed earlier so that employees are aware of the coming developments, making them ready to prepare for the transition.
The management should understand that change and development is about the entire organization which includes every person related to the organization. If employees are left out in the decision-making process related to the change and the new development that is to happen soon, it is very likely that the majority will show resistance because they are not sure of the unknown.
Understanding that employees are part of the change is the first step to manage disappointments, failure and resistance to the change. When employees take part in the change and development process, they become aware of the situation and will be willing to offer their support if the new development is for the good of the organization.
Approaches for ODCM:
There are five different approaches for ODCM. These elements play an important and should be kept in mind for successful implementation of change and new developments.
- Motivating Change – This element includes creating awareness for change and development and overcoming employee resistance to the same. Creating readiness for change involves improving the productivity of the organization and making it a better workplace for the employees. Creating awareness helps to realize the gaps between desires and reality. The next element is managing the resistance to change and development effectively, for which all the members should be involved within the organization in planning and decision making, discuss about the change and provide empathy and the required support that will help every member to adapt to the change easily.
- Creating a Vision – The best way to create a vision is to discover and describe the philosophies of the organization. The values should provide information to members on what is important in the organization and the reason for the presence of the organization. The next step is to construct the anticipated future, the valuable outcomes and the desired future state.
- Developing Political Support – When it comes to developing political support, the power of change has to be evaluated. The key stakeholders should be identified and then proceed to influence the event of change.
- Managing the Transition – ODCM must include a section that will help in managing the transition. There must be a structure that drafts activity planning, commitment planning and general management to the transition. It must be a slow process because change and development can never be implemented instantly. Therefore, identify the plan of action for change and state the reason why prefer following that plan.
- Sustaining the Momentum – This includes providing resources for change and building a suitable network for change agents. Developing new capabilities and skills can help to build up new behavior in the organization. Sustaining the momentum is the last thing to be taken into consideration when it comes to ODCM.
Goals of ODCM:
To understand change management from an organizational-development (OD) perspective, it is necessary to know that OD is a systematic and planned change that has an effect on all levels of the organization. It is used to improve production, performance, efficiency and self – confidence in an organization. OD usually involves engaging outside experts that survey the organization, work with company leaders to set improvement goals and then implement steps to help the company reach those goals.
- OD Change Management – Change management is an important element of an OD plan developed by expert guides. They realize that company’s changes, though meant to improve things for the company and employees, are stressful. ODCM typically includes group and individual training with employees at all levels, including executives, managers and employees. The procedure of new work and job functions are explained. Employees are trained on them and their concerns are discussed and managed.
- Operational Change Management – The operational changes are smaller in scope than organizational development. They can affect almost all levels of the organization. Operational-change management is typically led by executives or department leaders. They are often enthusiastic measures to adapt to industry changes or to improve processes for competitive advantage. OD is more often a necessary scheme to fix inadequate organizational systems.
The ultimate goal of ODCM is to provide a dependable method to follow when change that have significant impact in the business are required to maintain and improve the production environment. The approach helps to identify workers that must be involved in the change process as well as their responsibilities. Effective management helps to define the products to be used and establishes policies on how change is to be implemented. The management also considers the essence of effective communication of the change to the targeted employee working within the company.
Everyone want to be successful in managing an organization specially the managers who have a control on their employee. Thus, an organizational improvement effort is taken to innovate, to rejuvenate, to become even better to increase performance. To prevent the organization from potentially failing, ODCM is a necessity to success.