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Today we have a very
dynamic environment. Changes all around! And changes every minute and
every second. Of all the things that is permanent and inevitable , the
most important is the world of change. Change is the necessary aspect of
human life . We see a lot of changes around us – seasonal changes ,
changes in organizations , changes in biological beings and so on . In
spite of the permanency of change ,people do resist to
changes.
Mark Twain has once said – "The only person to accept change
willingly is a baby with a wet diaper".
The rapidly changing environment has its entire credit on the rate at
which inventions and innovations are taking place . In this complex
situation in order to survive every organization must cope up with
changes.
Many flourishing organizations have left the business grounds and many
small units have emerged as corporations .Darwin's theory – " The
survival of the fittest" , gain importance in this context.
Those organizations that realized and utilized the opportunities
(changes), have become successful and those that failed, had to meet the
consequences. In such a situation it is very important that people do
understand the importance and the need for change.
Organizational change is a process by which the organizations tend
to move a from their present state to a desired future state to
increase their effectiveness.
Changes happen in two dimensions:
1. the business dimension – dealing with change from the business
point of view- use of new technology , new strategies , expansion of
markets etc.
2. the people dimension – deals with making them understand, involving
them and motivating them to change.
This paper delves into the people dimension of change
only. Of all the resources that the organization deals with the most
complex and complicated are the human resources. Human resources are the
most important asset to an organization . This is because an organizations
distinctive capabilities lies in the skills and abilities of its
employees. No one can match the strength of highly charged and motivated
people. Each individual is bound by his own beliefs , culture, discipline,
norms, attitudes and perceptions. This makes him complex and very
different from other individuals. When talking about incorporation of
change in organizations, handling the workforce becomes very important.
Here we are dealing with some factors that will help maintain a healthy
environment in the process of change.
Now lets have a look into the work environment . The work
environment is composed of two important building blocks :-
1. Inert Block – Which deals with such things as structure,
policies, technology, strategies, capital and tools.
2. The human Block – deals with such things as perceptions, assumptions,
resistance, fear ,aspirations beliefs and values.
Now each of the work environment has these two blocks in different
combinations giving a unique identity to the work setting of the
organization.
It is the human components that bring about all sort of links, bonds
and affiliation that is needed for the work settings. Without these
dynamic human components, successful integration of various inert
components is difficult.
In fact the people components in an organization serve as bridging
agent between themselves and various other inert features of the work
environment. Therefore the success and failure of a change effort
depends on these components.
When new initiatives are introduced in to a work environment they create a
disruption to the routine process.
The people components are the breeding grounds for the resistances when
change initiatives are undertaken. This is because any change would
disrupt the status quo of the organization. The higher the result oriented
initiative , the larger is the disruption. Most people are reluctant
to disturb their routine behavior.
The reluctance comes from their addiction to various habits ,norms,
perceptions etc. Their faithfulness to these habits ,norms and perceptions
makes it difficult for successful transformation. This feature is not only
seen in the lower echelons of the organization but also among the
various superiors. The reason is that they themselves lack enough
knowledge and tools to deal issues adequately. The powerful influence of
the people and their reactions do have an impact on the successful
implementation of change initiatives. Hence it is very
important that the decision makers ensures that the key business solutions
encircling the human components are managed effectively.
The people component is therefore to be handled effectively and
efficiently. This paper concentrates on four important elements that are
necessary to handle people component carefully, fruitfully and
successfully through change.
The four key elements-for leading people successfully through
changes are:-
1 Empowerment
2 Leadership
3 Relationship
4 Performance
Let us look into these attributes separately
Empowerment
This is the term used currently to describe a variety of
interventions that give more autonomy and an increase in power to
subordinates. It in fact acts as a lubricant that facilitates the learning
process. Talented and empowered human capital has become an important
element of success for every organization.
An operational definition of empowerment says that it
is an environment in which people have ability, the confidence and
commitment to take the responsibility and ownership to improve the process
and initiate the necessary steps to satisfy customer requirements within
well defined boundaries in order to achieve organizational values o and
goals.
Empowerment has successfully been practiced in the west.
But in India ,its awareness and practice is comparatively low.
There are many reasons that can be attributed to this . The greater
diversity in culture and thinking , maturity level , attitudes , the
workforce composition etc. have delayed the understanding and
acceptance of empowerment strategy. Empowering people will help to reduce
friction and also help in overcoming resistance to change.
The following variables will help to create an empowered environment:
1. Participation of workers in the process of change.
2. freedom to make decisions.
3. encouragement by the managers.
4. easily approachable and supportive management.
Benefits of Empowerment.
1. Improving employee commitment.
2. Maximum utilization of the workforce.
3. Making people responsible and accountable.
4. Enhancing personal capabilities.
5. Innovating continuously.
6. Improving productivity.
7. Increasing employee contribution.
8. Increased satisfaction of employees.
9. Reducing employee conflict
II – Leadership
Leadership is the process whereby one person influences others to
achieve a goal. According to George .R. Terry – leadership is the
activity of influencing people to strive willingly for group objectives.
Most of the writers accept leadership as the process of influencing the
activities of an individual or a group in the efforts towards goal
achievement in a given situation. Leadership is considered to be the
function of leader, follower and situational variables.
Peter Drucker said " Effective leadership is not about making
speech or being liked , leadership is defined by results and not
attributes"
Some of the elements of leadership
1. Providing instructions and guidance.
2. Coaching .
3. Developing a bond of trust.
4 Motivating and encouraging.
5. Communication.
6. Exercising control.
7. Meeting the subordinates often
Benefits of Leadership.
1. Getting better results.
2. Maintain good human relations.
3. reducing conflicts and grievances .
4. overcoming resistance.
5. creating an empowered environment.
III Relationship.
This is another important element for effective handling of human
resources. Organizations can maximize their results only with the
cooperation of the employees. Aiming at maximization , the employers need
to understand the workforce pretty well. Good performance in the form of
results can be achieved only when they are able to work in a conducive
environment . For such an environment its necessary that a robust
relationship exist between employers and employees and that between
various groups.
Some elements for establishing a healthy and good relationship are:
1. A healthy and supportive environment
2. Providing them the resources on time
3. An efficient grievance handling system
4. Encouraging a two-way communication
5. Building a bond of trust among them
Benefits of maintaining good relationship in organizations:
1. Job satisfaction
2. Improvement in their individual skills
3. Reduction in labor Turnover
4. High Morale .
5 Reducing Absenteeism.
IV. Performance Management.
Today organizations are changing much rapidly than in the past . The
focus on performance has become very important in this situation.
Performance is in fact the way in which the job or task is done by an
individual , a group or an organization. Effective management of these is
performance management. It includes activities to ensure that the goals
are consistently met , in an effective and efficient manner. It focuses on
the performance of the organization , department, processes etc.
Increasing competition and continual changes in the business environment
across the world have seen the growing importance of performance
management.
More importance is given to the aspects of planning, developing,
monitoring, rating and rewarding rather than performance based
approaches like measuring and accounting.
According to me there are some important components that help in
enhancing performance. It's a must that every organizations give
importance to these aspects. They are :
1. Objectives to be made clear.
2. Proper instructions and directions.
3. Hygienic environment.
4. Proper feedback.
5. Impartial and defect free appraisal system.
6. Good reward system.
7. Recognition for work.
8. Supportive Management.
Benefits of performance management.
1. Helps in comparing actual performance.
2. Provides feedback on performance.
3. Rewards performance.
4. Identifies non performers.
5. Reduces conflict.
6. Improves human relations .
Conclusion:
Towards the end I would like to say these four elements
–empowerment , leadership, relationship and performance management
are important elements contributing to the environment of the organization
. Without these variables its very difficult to achieve a conducive
environment in which people perform the organizational tasks. Empowerment
gives freedom to work. This improves their initiatives and skills.
The presence of a good leader helps to guide and instruct the
work force in a better manner. This improves their attitude towards work.
Better relationship builds up their attachment and belongingness
towards the organization. This is an important aspect as this
helps in developing a loyal, dedicated, motivated and productive
workforce. Performance improves their productivity. As such these four
elements can be considered as the essential elements of environment,
contributing to its success. These are also considered as
pillars of success for both enhancing competitiveness and for
organizational development . Keeping a close watch at these variable would
help the organization in maintaining its competitiveness.
References:
1. Organization Development and transformation, by French , Bell,
Zawacki, McGraw Hill international edition, 2000.
2. Organizational Theory ,Design ,and Change, By Gareth .R. Jones, Pearson
Education,2004.
3. Organizational behaviour, Hellreigel, Slocum, Woodman,8th
edition ,South western College Publishing.
4. www.1000ventures.com.
5. www.businessranks.com
6. Journal of management and change, volume 8 No.1 & 2 (2004)
Harmonizing Stability &change by enlivening creative intelligence. By
Dennis .P. Heatson.
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