Organizational change refers to setting reforms to its operations or entire work environment. Change is inevitable; therefore, firms must respond to changes taking in place within its industry to ensure that it remains relevant. Therefore, a firm needs to establish conditions that enable it to adapt to the changes being made. Presently, globalization has made most firms to be highly dynamic and have several adaptive strategies. Organizational change is an essential aspect of progressive firms that respond to the changes taking place in the globe to enable them to survive. Many factors trigger organizational change.
According to Pathak (2012), among the factors attributed to organizational change is external pressures such as a change in technology and socio-political changes. The technology applications have become an integral part of organizations, and a firm must use the latest technology to remain at a competitive advantage. Organizations have no control over the political and social environment within the country of operations. Hence, to ensure social equality, organizational change may be necessary. Some internal factors attributed to organizational change include changes in management and challenges within an organization. New management may compel organizational change to introduce new policies or strategies for the business. Deficiencies that call for organizational change include difficulties in communication or lack of clearly defined policies, among others. Kurt Lewin described three stages of organizational change. The stages include unfreezing, changing, and refreezing (Cooper, Barling & Clegg, 2008). While implementing organizational change, a firm must be ready to address resistance to change from some stakeholders (Lewis, 2011).
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Briefly, organizational change is essential to ensure a firm remains significant in its area of operation. Organization change entails changing the entire or part of business operations. There internal and external factors that make organizational change essential. While embracing the three steps of managing the change by Kurt Lewin, a firm must be ready to manage resistance to change.
References
Cooper, C. L., Barling, J., & Clegg, S. (2008). The SAGE handbook of organizational behavior . London: SAGE.
Lewis, L. K. (2011). Organizational change: Creating change through strategic communication . Chichester, West Sussex, U.K: Wiley-Blackwell.
Pathak, H. (2012). Organizational Change . New Delhi: Pearson.
