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Change in Organizations

Change in Organizations

Lots of people are talking of change, but do they really want to bring in a change, or are they just speaking out of compulsion? Believe me, a realization of change is more difficult than actually bringing in a change.

You must have seen lots of change agents, who might have promised to bring in change but were they really successful at that. In real life scenarios, we have seen that change can bring in a very good result or either it could bring in bad results.

I hardly ever recollect anyone ever say that the transition period of a change was easy but the idea itself is a crucial one and may not bring in a happy smile on the people who want change.

It’s a given fact, that the realization of a CHANGE is a wonderful experience and the people who have surpassed it are lucky ones and luckier are the people who have brought around change implementation to their organizations. 

The organizations that seek to change are growing and dynamic companies that can bring in healthy change to their companies while some organizations are stagnant and fearful of bringing in a change in an organization. 

A Change in the companies involves lots of elements and actions to be taken, that includes the idea of innovation, decisiveness, agility, fluidity, commitment, disruption and lots more. A person needs to be biased towards organization to bring in much needed change to the organization. 

Change within Organization

Change within an organization can refer to any kind of alteration or adjustment made to the way the organization functions, operates, or is structured. This can include changes to the organization's policies, procedures, leadership, staff, technology, or business model. 

Change within an organization can be initiated for a variety of reasons, such as to improve efficiency, adapt to new market conditions, or respond to changing customer needs. 

Implementing change within an organization can be challenging, and it is often necessary to carefully plan and manage the change process in order to ensure that it is successful.

It’s only the implementation of a change that will create results and the companies would evolve from their own old ideas and grow further. Lots of people talk about bringing in change but no one has written about the process. 

Though many executives have realized the idea of a change they are trying to bring around legitimate change in their business practices and in my experiences I have seen many organizations bring in an integrated change with a core discipline.

Innovation is something that only you can bring in, if you have the power and willingness to embrace that change more openly. If given a chance I would surely love to bring in all amounts of change that is needed but there are restrictions sometimes that do not allow you to attain what you are planning to attain. 

Sometimes organizations find it difficult to implement change because many executives think of perfection without first taking the action and that is where they require change. In the real world, I must say perfection does not exist at all. 

You will definitely fall short of something or the other. The idea of innovation is to bring in change to the working conditions or the working behavior of the people in the organization and also the management of the companies. People cannot attain the power of perfection because of the discrepancies of time, action, indiscipline, or a reckless power of decision-making.

Resistance to Change in Organization

Resistance to change in an organization is a common phenomenon that occurs when individuals or groups within the organization are unwilling or hesitant to accept and adapt to new ideas, processes, or structures. 

Resistance to change can manifest in many different ways, such as through open opposition to the change, passive-aggressive behavior, or a lack of cooperation or support for the change. 

Resistance to change can be caused by a variety of factors, such as fear of the unknown, a lack of understanding or awareness of the benefits of the change, or a belief that the change will negatively impact the individual or group. 

Overcoming resistance to change within an organization often requires effective communication, persuasion, and support to help individuals and groups understand and adapt to the changes.

The competitive business environment of today wants change in each and every step of your business endeavors and if you deny change, the time might force you to do so. 

A person cannot be successful if he always has fear and hesitation in his mind. We all face fears but that does not stop us from achieving what we want. My advice is, don’t fear to change, embrace the fear happily.

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