Adapting to Change

The mechanical technological driven universe of at once is moving fast and in this environment inter qualify is an fateful thing because tout ensemble the ups and downs failures and victoryes faced by the sight ar parasitical on the transplants occurring in the surrounding environment.The capabilities of a person to react towards the shifts and fill them determine the way of spending of persons life. In the face-to-face as hale as professional life the large number set out to be well cognizant of the heightens occurring approximately them so that they tramp prolong them align with those converts. Most of the substitutes occurring in the surrounding world argon conduct by the technological advancements.Technology has benefited the mankind in form of numerous tools, devices and techniques. These bleak facilities replace the old ane and the way of doing certain thing overly wobble with sequence. Most of the time these advancement and miscellaneas ferment i mprovement in the life of the people hardly in several(prenominal) of the cases people impart to give up their traditional values and cultural norms in redact to cope up with the mixtures.This paper is intended to work unalike theories and models that are presented by the researchers related with the removeing to change in an arranging. The dissertation is based on a qualitative research study that is conducted through secondary synopsis of data and a case study.The case study of a US based phoner is presented so that different theories of adopting to change substructure be studied in the perspective of the fellowship and the evidences could be found nearly the practical implications of the theories of adopting to change.1.1 Importance of TopicIn the fast moving world of today ideas came in to existence and therefore they are executed rapidly too, building stilt of pressure on the people bringing in different handle because they cast too to adopt the same policy of creating and consumeing youthful and changed ideas from time to time.The time need for making these changes is often precise short but the success of an face in the highly competitive marketplace of today lies in the fact that how quickly they give the gate respond towards the changes. This depends upon the capabilities of an government regarding adopting to change.It is really importance to study that what is the importance of adopting to change in an transcription because it is one of the most important counters for the business administration now days and the off thought of this issue is internal for individuals as well as organic law so that they notify manage their existing and design parvenue strategies in this perspective.Thus this topic possesses great importance from the social research point of over acquire that it covers an emerging and updates issue that is necessarily to be understood by the individuals and organizations to brave out in the highly competitive marketplace.1.2 Need and Significance for the StudyThere is considerable packet of the literature conducted almost the topic and numerous research studies tolerate rivet on the models and theories of adapting to change and their practical implication.This dissertation is continuation of the research work through with(p) so far because the topic is gaining more and more importance. As the technologies is rapidly spreading so the need of studying the change in organization is also getting more and more important and the dissertation is aimed at fulfilling the need of further study on this topic.1.3 Statement of problemTo study the theories and models of adopting to change in an organization and analyze the case of an organization in the light of the studied literature1.4 Objective of the StudyThe study is aimed t achieving the following objectivesTo understand the concept of adapting to change in an organization from the historical perspectiveTo study different th eories and models of adopting to changeTo present the case study of an organization regarding the strategies and planning related with adopting to change. 2. Literature Review2.1. Adopting to change Historical PerspectiveAdopting to change in an organization is not a new phenomenon but it has muddy roots inside the history. Lewin (1952) presented a three stage model somewhat adopting to change in an organization. The three stages identified in the model presented by Lewin are unfreezing, change and refreezing.It was further explained by the researcher that when an organization has get outingness to adopt the changes first of all it gets rig for the changes. When the change is emerges in the surrounding, the organization implement that change within its operative culture, and then the organization strives to regain constancy as soon as possible for it.All of these steps are interpreted by the organization with a specific period of time so that organization can get stability an d functionality on early bottom (Lewin, p459, 1952). As the time passes, the business world draw the need for more turbulent and flexible model of adopting to change that can fit well in the uncertain organizational and environmental conditions as well so the early model presented by Lewin became less appropriate and uncommon.De Jean (1991) and Malone et al (1992) presented another concept of adopting to change that technology is the main means that bring changes in the environment and while designing the technologies it is the key issue that the technology moldiness be intimately adoptable by the end users and the people can rush the opportunity to customize their existing features using the new technology and at the same time they can also effect new applications with the help of newly introduced technology.In this way the features and adoptability of the technology it self determines the success rate of its acceptability. At the same time, the organizations also kick in t o be aware of the fact that how they can implement change within their existing working patterns and what are the most appropriate ways of integrating new technologies in their traditional system.In this situation the experience of the organization plays the most significant occasion in determining the role of the organization in the changing situation. Mintzberg (1994) and McGrath and McMillan (1995) explains that thither are changes coming in the environment rapidly and the technology is indorse up these changes in effective manner.In this new scenario on that point are mevery organizations that are still unaware of the fact that what is actually going around them because they see all of the things like a game that is entirely new for them and they dont even know the rules and regulations of playing the game.This is the main factor that can lead the organization towards greater risk of failure because this show the lack of ordainingness of the company to get discipline for adopting to change and an organization can not survive in marketplace until and unless it is ready to face the changes.2.2. Adopting to change Need, Importance and StrategiesVictor Siegle (2006) explains that an organization has to be well aware of the changes occurring all around because the success of an organization largely depends upon the fact that how fast and how adequately they respond towards the changes and incur amendments in their strategies to meet the demands of those changes.These changes could be in form of change in the clients or customers requirements and the organization has to provide the honourables or services of the client or customer concord to their new requirements.The organization has to change according to the requirements because the customer is always chastise and of they want to keep their clients and costumers loyal with them they bring to assure them that their demands pull up stakes be met on timely basis and they pass on get best calibre services from the organization.In this regard it is very important for the organization to know that what are the priorities of their clients or customers and as far as there are some changes occur in their requirement out-of-pocket to any factor, then the organization has to keep an pump on those changes and the steering has to be always prepare to react upon these changes accordingly. Only then they can be sure round the successful relationsIn this context there is great responsibility lies upon the shoulders of the high officials and vigilance. They have to develop such strategies and organizational culture in the company that the cater and their working patterns can easily adjust with the upcoming changes.All of this has to be through while remaining within the boundaries of the schedules, budgets, people, and deadlines. For better focus of adopting to change it is essential to create a synergistic nature of the organization means that different teams should be created to perform different type of business activities separately and whenever there is any change required in the production of good and service, the people concerned with that particular part of the work will be contacted and asked to apply changes in their work.In this way the entire production process or company strategies does not face any set back or study delay. This is necessarily to be done by the charge because they have no option to say No to the client or customers asking for change. This will not effect the reputation and credibility of the organization but also the sales and revenue of the company will be badly affected.However it doesnt means that the organization must(prenominal) be ready and go for adopting distributively and every change occurring in the surrounding world but there is great need of effective focusing of adopting to change strategies and planning because unmanaged change can create lots of problem for the organization in cost of increate in the potent ial of causing disruption to projects already in procession that might lead to the mediocre end product, missed deadlines and budgets.All these factors will finally contribute towards the deterioration of the consanguinity of the organization with their client or customer. So there are some key steps that must be followed by an organization in the process of change worry so that they can be in better position for adopting to change.For example they have to assure that the new or changes policies will be integrate in to the original or existing policies and working pattern of the organization so that the employees can cope up with these changes easily.The cost and time involved in the production process should be kept in consideration by the caution while implementing a change so that the budget and deadline could be managed effectively.At the same time it is equally importance that the management must acquire from the emerging changes that which one is beneficial for the organ ization and which will harm it. This will help the company is getting well prepared for adopting to change in the organization.Jacowski (2006) explains that the overall success of an organization is greatly dependent on the change adoptability capabilities of the organization. The researcher explains that adopting to change in an organization requires lot of time, dedication, money and effective planning.It is very essential to manage the change neatly because changes can take the organization towards improved productivity, efficient employees performance, superior quality of good and services produces and a better bottom line.In case of failure of the organization in adopting the change there is a great risk that the relationship of the company with its client or customers will be harm, there will be frustration generate in the employees, and the over all productivity and quality of the organization will be badly effected.In order to stay off the dangers of mismanaged change, it is very importance for an organization to get ready for adopting the change with all its planning and strategies. First of all the change must be added to the companys function in a practical and meaningful way, otherwise there is no chance that the change will be veritable and successfully implemented in the organization.Thus the management has the major responsibility to postulate that what change is necessary for the organization and above all what are the implications of that change within the existing working culture of the company. The management has to keep an eye on the time matter also to decide and when and in which aspects of the business, the organization will welcome the changes and what are the aspects and policies that will be remained undisturbed by any of the changes.For the better management of adopting to change in the organization it is a crucial matter that the people associated with the change management must be aware of all the problems and issues associat ed with the adoption to change sin the organization and they must have adequate work done on the lines that who will be taking on the change, who will best know how the change will work, and how it can be utilized.In sum to this it is equally important that there must be trust worthy relationship between the management and the employees so that the employees can be motivated to work in efficient manner in the changes environment also and they must be mentally prepare to face the changes adopted and implemented by the organization.It is importance to have trust based relation in the organization to get prepare for adopting to change because in case of lack of trust, the employees will resist potently towards the implemented changes and it will become even more difficult for the management to implement the changes within the organization.Moreover the management should also have deep understanding of the employees issues so that they can know that what changes will be welcome by the employees and what changes will be resisted. In this regard the management must have effective communication link with its people so that there could be good understanding of their reservations and concerns.2.2 Theories and ModelsGallivan at al (1994) adaptation to change in an organization requires hard work of many years because it is not something that can occur immediately. The researchers explain that to get prepares for adopting any change, it is very necessary that the management of the organization must assure the flow of concise, readable and to the point education to the employees.At the same time it is also important that the information must authorize to the responsibility person means to the person who can make the right use of it. The researchers see the role of communication most vital in the perspective of adapting to change in the organization. They pointed out that there must be use of multiple channels of communication in the organization for the publicity of a ny new idea or implementation of any change.The management is recommended that there must be good communication links built with the employees so that the management can effectively demonstrate the decision of the management regarding the implementation and adaptation of any new change. The role of management is very crucial at this stage because there is a broad spectrum of skills required to lead to effective management of innovation and change within an organization.There must be programs, workshops, meetings and gatherings arranged by the management with the employees so that both the management and the employees can better understand the perspective of each other. In addition to this the management must also produce and provide some actual in form of hard retroflex or soft copy to the employees.This material can explain the perspective of the employees in detail and can inform the employees many such things that can not be present orally.However before providing the materia l to the employees, the management must understand the needs, limitations and problems of the employees so that they can use the appropriate words and language to address the employees and can make such point in the literature that will be easily acceptable for the employees. Kwon and Zmud (1997) explains that adopting to change in an organization is not an easy issue because in many organizations there is great possibility that the employees with resist change and talk about remaining sticking on the same traditional means of doing their work.He further explains that there are some main reasons due to which the employees within an organization can resist for change and these are the challenges for the management if they want to develop a culture in the organization turn over towards changes.An important reason why the employees resist the change in equivocalness that people are unclear about the details of the emerging change and they have certain questions in their mind that what would be the effect of the change over their job position and working patterns.This unclear image lead towards the resistance in the employees regarding the change. Another important reason is lack of proper communication links between the management and the employees. When the employees are not in good order informed by the management neither there is any consultancy done with the employees but the change in imposed on the employees as an order, then there is a generally unlikeness and unwillingness in adopting any change.On the other hand if the employees are well informed about the change and the policies are discussed in details then thy can meet higher(prenominal) levels of job satisfaction than uninformed workers. This is because people like to know and they have the right to know that what is going all around them and what are the decisions that are taking place related with their work and positions.