Organizational Development for Global Economic - myassignmenthelp

Question: Discuss about theOrganizational Development for Global Economic Crisis. Answer: Challenges facing successful change programmes Change affects each and every aspect of an organization at some point time of time. These changes may occur in terms of staff restricting to merging with another organization or acquiring another organization. These changes takes place as these changes are necessary for a successful future of the organization. However, these changes are subject matter of certain barriers and challenges. Anticipating these constraints helps in avoiding major issues that may crop up after the implementation of change. These constraints may be avoided by addressing the following aspects. Planning Lack of proper planning might result in huge issue in an organization. Thus step by step planning is necessary to implement changes in an organization. Without planning change in an organization may fall and result in major problem than providing benefits. Understanding of the exact changes and the degree of that change is very important aspect that should be considered. For example. If there is a transition to a new content system of management, then it is necessary to explore whether this new system is compatible with the old system or not, it is also necessary to know how the transition takes place from the old information to the new systems and finally it is necessary to look after if there is limited access during the transition period or not. The necessity of assigning roles to each and every individuals is also important , these individuals are the ones who are responsible for the change that are covered. The time frame of the implemented change is also necessary and it is the chief component of the change. Thus planning is necessary for assessing the difficulties that may crop up in the regular work environment due to occurrence of change (Gil, A. J., Garcia-Alcaraz, J. L., Mataveli, M,2015). Lack of Consensus Consensus between every individuals also important for implementation of change. If consensus is not obtained then changes may crop up barriers during the process of implementation of change (Halkos, G. E., Bousinakis, D, 2012).. The decision about the implementation of change comes from the top level of organization and all the staff should faces the consequences of these changes. Communication Communication plays an important role during the process of change . If communication fails among all the employees then rumors and fears crop up in the workplace and this is particularly very important during the operation of major activities such as downsizing and merging. Employees always become eager about what is going on, and whether it will bring positivity or negativity (Ashmarina, S. I., Kandrashina, E. A, 2014).. The feeling of uncertainty crop up when management do not communicate well with the employees and these disrupts work and makes employees feel as they are not part of the decision taken. Thus the best way is to keep employees updated about all the activities that are to be undertaken in a regular basis and this will create progress towards the change implementation. These employees can be updated through meeting and brainstorming sessions. Employee resistance In some cases when the implementation of change begun to happen employees of that organization resist that change. This resistance crop up because the employees feel uncomfortable with the way the business will be conducted. These resistances mainly occur because they know the expectations and their respective role within the organization and when these changes occur the familiarity of the employees are disrupted and this leads to a situation where some of the employees become upset with the change (Androniceanu, A., Dragulanescu, I. V,2012). With the change some do not want to relearn their specific roles and thus do not agree to change the way they do things. Thus in this case supporting employees and training should be provided to them about their new job responsibilities in order to ease the transition (Sato, 2013). References Androniceanu, A., Dragulanescu, I. V. (2012). Sustainability of the organizational changes in the context of global economic crisis.Amfiteatru economic,14(32), 365. Halkos, G. E., Bousinakis, D. (2012). Importance and influence of organizational changes on companies and their employees.Journal of Advanced Research in Management,3(2), 90. Ashmarina, S. I., Kandrashina, E. A. (2014). Model of management harmonization during organizational changes of corporation in the process of diversification. Sato, S., Washizaki, H., Fukazawa, Y., Inoue, S., Ono, H., Hanai, Y., Yamamoto, M. (2013, December). Effects of organizational changes on product metrics and defects. InSoftware Engineering Conference (APSEC), 2013 20th Asia-Pacific(Vol. 1, pp. 132-139). IEEE. Gil, A. J., Garcia-Alcaraz, J. L., Mataveli, M. (2015). The training demand in organizational changes processes in the Spanish wine sector.European Journal of Training and Development,39(4), 315-331.