Triggers for Change

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Triggers for Change:
Learning has no end for an individual or the organization. Hence people must update their skills and knowledge in order to perform efficiently as well as effectively in the organization to get a competitive edge. If people learn in the organization, naturally organizational growth happens in streamline. Individuals within an organization learn as they carry out what is expected of them, written as well as unwritten expectations. Written expectations can be reached through emails, memos, and job descriptions. But unwritten expectations are not clear for individuals in the organization. Definition of triggers:

Triggers can be defined as situations which act as means to organizational learning. Organizations do not learn proactively as with human beings (Watkins and Marsick 1993).Tremendous pressures are given to perform and produce results, thus organizations tend to invest heavily towards exploiting existing knowledge and under invest in learning or developing new skills set. Triggers are motivators which stimulate individuals to learn in turn it serves as a motivating tool to stimulate organizations to learn. So triggers can be considered as an influential tool which inspire for learning from both the perspective. Triggers can be analyzed through various managerial tools with regard to understand the internal as well as external environmental factors. SWOT analysis:

When an organization looks for change, it must undergo for a SWOT analysis. This would help the organization to know its’ internal strength as well as weaknesses. And meanwhile this would gives a path to the opportunities which can be grabbed and be aware about the threats which could be faced in future.

This approach would provide a structure in which to lay out the need and the readiness of the organization to change. Change can be triggered by the desire to alter the knowledge, skills, attitudes, behaviour and relationships of people in the organization in order to improve the performance of an individual in competitive way. Change is the only constant in the world and organizations need to manage change in order to survive in the market place. There are rapid changes occurring due to many reasons. Organizations need to identify change triggers (need for change) and take necessary steps to implement appropriate change processes. Change triggers can be broadly categorized into two namely, * Internal Change Triggers

* External Change Triggers

Internal Change Triggers
This is where the factors which are under the control of the organization (within the organization) forces the organization to change to make changes. These could be managed easily as they are under the control of the management. Though internal change triggers can be managed easily there should not be any underestimation and management should pay relevant attention to internal change triggers. Some of the internal change triggers are explained below: Human Resource Issues:

Organizational learning requires humans as agents, accordingly changes in human resources within any organizations pose major impetus for organization learning. There can be changes in leadership/people forcing the organization for change. As an example if a new manager is appointed the way he manages the business would be different to that of the previous manager.

Implementation Issues:
Technology playing significant role in the organization, today’s technology won’t be there tomorrow, rapid changes are taken place in the area of technology. The introduction of new technology, innovation or R & D often triggers the need for organizational learning (see George 1983; Bessant and Buckingham 1993 Carlsson and Kean 1976). Implementing a new innovation often alters existing work routines, reward structures, or communication patterns to the extent the relevant resources to support learning to encompass the innovations successfully and get the benefit out of it....
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