Change: A Challenge and a Necessity

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Change: A Challenge and a Necessity

In the past, the field of organizational change and change management turned out problematic and change managers and senior management struggled.
Yet today it is evident that changing organizations is more necessary and important than ever. Due to well known factors such as fierce and worldwide competition, rapidly changing customer needs, and the new horizons offered by information technology, both the speed and the magnitude of the necessary organizational changes have increased.
As a result, the field of organizational change has a very interesting and bright future, in which new ways to bridge and reconciliate these contradictions must be found.

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		4 Dr.Hemjith, India
	Organisational Renewal Due to competition and market dynamics , organisation strategies and business models are always in a constant state of flux and therefore the challenges to manage people and process requires new ways of thinking - just as the saying goes that linear thinking does not work in a non-linear environment.

		2 Carlos, Spain
	Management and change Though the issues of change management and organizational change are selfstanding, in my view management existence, as a pool of human and technical resources, is due to the continuous change process within and outside the businesses. It is hard to justify a management structure if there is no change to manage!

		1 Khumbo Shaba, Malawi
	Organisation Restructuring Understanding the importance of streamlining business functions is crucial in undertaking strategic business change. Constant and persistent communication on the need for change is vital; and developing a-ready-to-change environment is today's biggest challenge for business managers. Efforts should be made even at the recruitmnet level to ensure that employees recruited are those that can embrace change as a normal way of operations.

		4 Kenny, UK
	Managing Change Its interesting to see different aspect of change and change management but what I've observed to be resoundly absent is the human impact/effect of change and change management. The people that change will impact must be carried along from the onset - whether they may or may not support the change! Management must adopt an EFFECTIVE COMMUNICATION STRATEGY. Most failed change programmes can be traced to poor management of communicating the change programme. An effective CO-ORDINATION of the change programme is also a must to a successful change programme - It is leaders role and someone must take responsibility for the change programme.

		3 Sunita Minz, India
	Change for Growth Values are sets of real beliefs (in teamwork, customer service, etc) that determine standards of practice. When inevitable changes begin to happen, we have to inspire our employees and move our organizations in new directions if there is congruence with the fundamental values. Employees' commitment and energy is fueled by the values that actually move the organization. A metaphor that has helped in the process of organizational change, change for growth.

		6 tushar khosla Management Consultant, India
	Leadership Maturity & Experience decides The importance and focus given to Change Management varies largely depending upon the leadership maturity and organisatation change history. At the first level is the group (although diminishing but quite large in absolute terms) that still believes that change happens by control and better project planning. At the other end are a few mature organisations that believe change mangement is not only essential, but is a specialisation worthy of spending dollars to bear upon the initiatives to realise the forecasted benefits so gloriously captured in the business case file.

		1 RAY GARDNER, United States
	Change Therefore Requires Leadership & Mgt to Change Change within an organization requires a willingness of the leadership & management within the entire global organization to identify "what" is changing and "who" it impacts. Communicating it throughout the organization must be lead by the executive management teams. "Lead by example" is something needed of today's leadership & management. Question: Should organizational change initiatives be lead by junior personnel within the organization (non-management types) or should these initiatives be lead by senior management / executive management types? Any feedback would be much appreciated.

		7 Ray Roberts Management Consultant, United Kingdom
	Managing Change As humans we are all programmed to adapt, from homeostatic processes like sweating/shivering to manipulation of our environment to make life more "comfortable". This is the key issue with change: comfort and complacency breed resistance to change. The biggest issue for leaders to deal with is convincing those that will be affected by change that: 1) it is necessary, and 2) it will create advantages for those involved. In nature you adapt or you become extinct - only the timescales vary. The same is true for business. The question "What is in it for me?" is the critical point for communication of change.

		6 Lewandowski Business Consultant, United Kingdom
	Why Organisational Change is Problematic Wow - so many text book definitions, you all must have MBA´s! Why do so many managers think that the people who run the organisation - the employees, are so stupid? They know and understand change if the managers, many of whom probably should not be managers anyway, can´t develop and lead a change strategy, then the employees can. Try it out, trust them for once! I would argue that many managers are more scared of the opportunities that change brings than the employees in so much that managers are usually the ones that are more firmly stuck in their comfort zones and are far too protective of their own positions. This is partly the problem, maybe it is the managers who don´t want to or are incapable of change.

		3 RAY GARDNER, United States
	Change Management Requires Leadership Change management requirees effective leadership who have a moral and ethical obligation to engage, manage and lead. Most importantly leaders must have the integrity and character to embrace the vision of an organanization with passion and due diligence. Engaging your employees, their ideas and knowing their character will allow for ideas and concepts to be evaluated and agreed upon. Do some leaders and managers forget where they have come? Maybe some, but not all. Instilling trust among your team and or oganization may establish building blocks which to build upon. Utilzing the organizations employees to lead change, big challenge, but the sad part of that planning strategy is you need the big guns of executive management and leadership to get things done at a higher level. Another problem, sensative information usually gets leaked out and causes more deception, mistrust and unloyalty within an organization.