Managing Change in an Organization

Topics: Problem solving, Action research, Design Pages: 5 (1443 words) Published: December 23, 2012
Managing Change in an Organization
Change within an organization can lead to growth and success. Robbins and Judge (2011) define change as “making things different” (p. 592). Companies go through change for different reasons; these reasons are referred to as forces of change. Resistance to change is common and occurs for different reasons. There are techniques to manage resistance to change. To begin a change in services, organizations must first weigh factors that will affect the implementation of change, before they can develop a plan of action. Synergetic Solutions is a company whose main focus is system integration, the assembling and reselling of leading computer brands. The company is looking to branch out and begin designing and implementing network solutions (University of Phoenix, 2002). Company Overview

The majority of Synergetic Solutions’ employees have basic computer assembling and troubleshooting skills, very few employees are specialists. The company has started to expand into network solutions and has already trained and certified some their specialists in this new field. Synergetic Solutions is looking to increase the amount of networking they work on from 20% to 80%. There are a few different reasons Synergetic Solutions wants to make this drastic switch (University of Phoenix, 2002). Forces of Change

Technology, economic shocks, competition, and social trends are internal and external forces that have brought on the need for change at Synergetic Solutions. Decrease in need for system integration has caused an economic shock because the company has fewer clients. For the company to continue to exist a change in offered services must occur to accommodate new social trending services that would be more beneficial to the company. The decrease in need for system integration has caused the competition with other companies to increase, by expanding their services they will bring new clients. Before Synergetic Solutions can develop a plan of action they must first analyze different factors that affect change. Weighing Factors

There are several factors to consider when developing a plan to implement change. Change in an organization can cause stress in employees. “Stress is a dynamic condition in which an individual is confronted with an opportunity, demand, or resource related to what the individual desires and for which the outcome is perceived to be both uncertain and important” (Robbins & Judge, 2011, p. 607). By changing the focus of their business Synergetic Solutions will cause stress. Employees may face challenge stressors when trying to learn new skills in a short amount of time. The company may experience hindrance stressors during the execution of change; employees may experience confusion over their new job responsibilities, causing setbacks (Robbins & Judge, 2011). These factors must be taken into consideration while developing a plan for change, to help avoid and manage resistance. Resistance to Change

Some resistance to change may be avoidable by a well implemented, incremental change plan. However, companies sometimes need to execute a change more rapidly, like Synergetic Solutions. Rapid change is more successful when change is well thought out (Robbins & Judge, 2011). Resistance to change at Synergetic Solutions comes from both individual and organizational sources. Individual Sources of Resistance

Synergetic Solutions requires their employees to learn new skills, which creates a fear of the unknown. The individuals may resist change because they are unsure they can complete effectively their new jobs. This fear of being unable to do their new assigned job is an economic factor because they will lose their jobs if they cannot perform new skills needed by the company. Synergetic Solutions handled individual sources of commitment through education and communication, and building support and commitment.

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