Monika Bianca G. Averia
3rd Year- Film
Organizational change management is a framework for managing the effect of new business processes, changes in organizational structure or cultural changes within an enterprise. Simply put, OCM addresses the people side of change management. Company or organization going through a transformation. Organization change occurs when business strategies or major sections of an organization are altered. Also known as reorganization, restructuring and turnaround. A systematic approach to OCM is beneficial when change requires people throughout an organization to learn new behaviour and skills. By formally setting expectations, employing tools to improve communication and proactively seeking ways to reduce misinformation, stakeholders are more likely to buy into a change initially and remain committed to the change throughout any discomfort associated with it. Successful OCM strategies include:
Agreement on a common vision for change -- no competing initiatives. Strong executive leadership to communicate the vision and sell the business case for change. A strategy for educating employees about how their day-to-day work will change. A concrete plan for how to measure whether or not the change is a success -- and follow-up plans for both successful and unsuccessful results. Rewards, both monetary and social, that encourage individuals and groups to take ownership for their new roles and responsibilities. In the dynamically changing business environment of today, the process of ‘change’ management has assumed great significance. Successful change management is imperative for an organization to sustain competitive advantage in the market in the face of change. Two major types of organizational changes are present: incremental and strategic. Two major approaches towards managing change are anticipatory and reactive. As the name suggests, the former involves sensing the change beforehand and proactively planning...
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