Organizational Change and Learning

 

Organizational Change is all about the actions where a business or a company modifies a major part of its organization like the underlying technologies, its culture, internal processes and the infrastructure it utilizes to operate. Moreover, adoption of a new business model, new leadership within its departments or appointing a new leader in its  departments to head the company are several other organizational changes. The Manager takes the prime responsibility on making these business transitions successful by knowing how to direct, design and shape the change processes.

(Source: https://timringo.com/blog/driving-organisational-change-improving-people-engagement-performance-with-learning/)

In order to successfully carry out a change, it is critical to define it and create a roadmap which clearly measures and articulates success as well as elaborates how the customers, constituencies, employees as well as the business will be impacted by that particular change. Next, the Managers must ensure that the process plan aligns with the objectives of the business enterprise and outlines the implementation and sustainability of the organizational change. They must observe the outcomes continuously, train their staff on new methodologies to be practiced, readjust goals and measure data. By studying all these concepts, a student may learn how to analyze and solve the problems faced by the enterprise. They are also provided the skills in leading, anticipating and reacting to a change.

(Source: https://www.cio.com/article/240170/how-to-get-your-organization-to-recognize-the-need-for-change.html)

Without an effective organizational change management, the transitions may become rocky as well as costly, in terms of both time and resources. It may subsequently reduce the overall employee morale and competent skill development. Organizational Change may be classified into two types, which are stated as follows:

A) Adaptive Changes: These are minute, incremental changes, adopted by the organization to address the requirements which evolve over time. For Example: An organization which upgrades their computer operating systems to Windows 10 from 8.

B) Transformational Changes: These modifications involve a continuous shift in mission and strategy, people and organizational performance, team structure or the business processes. They often take a large amount of energy and time to enact. They are always implemented in response to exterior forces like sudden emergence of a disruptive new competitor.

(Source: https://enterslice.com/learning/leadership-development-and-organizational-change/)

Organizational Learning can be described as a company which helps in the learning of its members and continuously modifies itself. In simple words, it is a group of people collectively working together to build up their capacities and develop results for which they actually care about. This concept was brought forward by the research of Peter Senge along with his colleagues. He popularized this idea through the book ‘The Fifth Discipline’ where he places emphasis on these five characteristics:

A) Systems Thinking

B) Personal Mastery

C) Mental Models

D) Shared Vision

E) Team Learning

(Source: https://online.hbs.edu/blog/post/change-management-process)

In a modern society, continuously changing environment along with emergence of sophisticated technology in the domestic as well as international context of competition have resulted in business organizations to bear with unpredictable circumstances through current changes for their overall development. To smoothly go through this wave of modifications, organizational learning becomes essential as it permits its members to lead changes to accomplish various objectives within and outside the boundaries of the organization and accordingly fulfill its aim. In the current scenario, many companies tend to fail amid the intense competition from global giants as their employees possess a natural tendency to avoid both organizational learning and change. The change introduced in the organization may result in an uncomfortable situation which indicates their need to depart from routinized work practices as well as systems which are socio-cultural in nature and accumulated over a specific period of time.

(Source: https://www.solvexia.com/blog/organisational-change-management)

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