Organizational Consulting and Facilitation

Question: Discuss about the Organizational Consulting and Facilitation. Answer: Introduction Change management refers to an approach to achieve transition by using different methods to re-direct utilization of resources. The changes are required for significantly reshaping the organization. There are varieties of tools used by the Organization to reorganize the whole structure. The overall procedure includes various principles and practice to change the organization. Change Management focus on how people and teams affect the organization. Change management includes different disciplines like social and behavioral science and information technology (Todnem, 2005). Change management is however referred as change control process in order to improve the productivity. Managing the changes is considered as an essential activity in an organization. It focuses on people their behavior and ensures effective implementation of change. The essence of an organization is derived by implementing necessary measures. Globalization and constant innovation in technology is increasing the valid ity of change management theory. Various phenomenons like social media and mobile adaptability has revolutionized business and the necessity of change. The improvement in technology has developed the availability related to accountability of knowledge. The information can be easily accessible through media and pressure on management (Anderson and Anderson, 2010). Business environment is facing changes that can be made available according to the necessity. Major and rapid organizational change has helped in developing the organization in an effective manner. Change management includes clear expression for helping organization to communicate alteration. It is necessary to identify the change agent and other people involved in a specific change activities. It is important to analyze involvement of stakeholders in the activity in order to cope up with the change (Hayes, 2014). The purpose of change management is to assess changes occurring in the organization structure. This help in making effective times during the time of indecision and disturbance. The changes in the organization help in effective understanding of changes that required to be implemented for long term sustainability. The report provides an insight regarding the change management theory through different examples. The result and outcomes occurring at the organization need to be evaluated in order to implement changes. In todays business scenario it is necessary to focus on adapting changes so that organizations can attain high level of efficacy. In that situation it is important to develop effective strategies that are necessary to retain results. Thus it is important to implement the strategies in a systematic manner so as to coordinate activities (Cameron and Green, 2015). Importance of Communicating Directly with employees instead of using the normal chain of command Communication put a direct impact on the employee and determines the outcome related to any change. The most effective approach related to organizational change management is executed through proper communication plans. Effective implementation of communication plan helps in attaining the long term benefits. The communication professionals face innumerable problems in meeting the objectives. There is a problem in the organization if messages are not delivered within an appropriate time. It is however recommended that the messages need to be delivered in a right format. Messages communicated to the employees need to be consistent with the organizational change (Karp and Helg, 2008). All the major communication should be executed by the right person. In case of executing a change in an organization it is recommended to introduce changes as per the necessity. With the growing convenience of modern technology it has become necessary that employees need to implement the changes effectivel y. Employees can easily execute the work by the way of communication. Understanding the need for change is the first step in creating an effective organizational culture. In order to drive behavioral changes it is evident in an organization to relate firstly with the overall business and secondly with oneself (Kotter, 2008). In case of implementing changes in an organization it is evident that the individual needs to break-down the normal chain in order to implement changes. Large sized business organizations are focused on developing those activities which are necessary to be focused upon at an initial stage. While implementing the changes it is important to break the regular chain of issuing the commands. The employer has to execute the command by deviating from the regular chain. He directly needs to interact with the employee. It is generally noticed that the employees resist change due to innumerable reason. They are apprehensive about the changes introduced in an organization. So the employer has to break the normal chain for bringing about changes in the organization (Thompson and Martin, 2010). He has to overlook the normal process followed during the course of delegating responsibility. It is necessary for an employer to seek confidence in employees so that a change can be well implemented. It i s highly recommended in an organization that they should follow an effective planning mechanism. This process is effective in case an organization wants to introduce some change. The senior officials need to break the proper hierarchy in order to provide instructions. This is highly effective for an organization to attain high degree of results (Ford, Ford and D'Amelio, 2008). In case Of Shell, the company was facing high loss in 2004 due to oil reserves crisis that knocked its share price. A series of global standardized process highly put an impact on 80 operating units of Shell. The Change management programme was for successful implementation of policies. In such a tough scenario it is important for the management to undertake the activity to implement. In order to imply the long term efficiency the change manager needs to guarantee the growth by making an effective decision. Changes are vital for an organization in order to survive in the market. This is necessary for an indivi dual to develop activities that are important to attain sustainable objectives. Shell introduced various change management programme in order to compete against others. In such a competitive atmosphere it is necessary for Shell to develop cohesive planning so that they can adopt the atmosphere (Kotter, 2008). Change management practitioners are not best people to manage resistance with employees It is generally being observed that people generally resist against the changes being introduced in an organization. It is generally being observed that people are not ready to adopt the changes. They often resist implicating changes in the daily routine. In such a tough situation the change manager has to take serious measures to improve the overall productivity. This is however important to implement a change through a systematic procedure. Thus it is necessary for an individual to develop efficient activities it orders to adopt changes. This is evident from the situation that the changes are introduced by different people working in the organization. This is evident that it is not necessary that the Change management Practioner is not the best one to manage the changes in the organization. It is seen that the employees have a negative mindset regarding the changes. They consistently go against the changes occurring in the organization (Aiken and Keller, 2009). Change is always good for the organization but unfortunately most of the employees in the organization respond negatively towards the change taking place in the organization. The companies need to understand that the employees mindset as well. In a company it is the manager and the advisor who introduces the change. They need to be an agent of change to attain effective results. People do prefer stability on a long run and resist adapting changes. Unfortunately most of the employees do not respond positively towards the change. It takes lot of efforts for a manager to implement the change in order to attain stability. It is much easier for an individual to live in his comfort zone (Paton and McCalman, 2008). Over the past few years changes has become a norm in the global business scenario. This is necessary that the organization should establish effective policies so as to develop efficient results. The decision regarding the changes is taken by the C-Level management. It is importan t to bring changes in order to attain concrete results. Employees who resist change can cause difficulty in managing the overall goals. Certainly at times employees do not want to incorporate changes. This is due to their behavior to resist changes in normal course of business (Doppelt, 2009). Communication is an efficient tool that helps in resolving the issues occurring at all the level. Employees need to be trained in a manner that they adopt a particular change so as to guarantee long term goals. Poor communication poses challenges for the management in order to adopt efficient changes. This is necessary for an individual to develop activities that are important for coordinating the activities in order to earn long term efficacy. It depends upon the Change agent to introduce changes in a manner that help in understanding the development. This is however important for an individual to develop activities that are important to meet desired results. Communication helps in gaining trust in the employees by embarking relevant changes in the organization (Trkman, 2010). This is important for an organization to introduce effective changes by gaining trust in the employees. It is necessary to gain faith in people working in the organization so as to understand the changes. Ther e is lack of trust in the employees while introducing a change into an organization. The employer has to execute the command by deviating from the regular chain. He directly needs to interact with the employee. It is generally noticed that the employees resist change due to innumerable reason. It is generally witnessed that the employees resist towards the change due to ineffective decision making (Jeston and Nelis, 2014). The change-agent is generally disliked by the people working in the organization due to his role. It is necessary in an organization to introduce changes by meeting the necessities of individual employee. The change management theory particularly focuses on introducing changes in a systematic manner. It is necessary for an individual to develop trust by introducing a change in transitions (De Wit and Meyer, 2010). This will not only help in developing effective results but will ensure easy adaptability. Forced changes adversely affect an organization. An organization big or small has to implement changes in an efficient manner in order to attain efficacy. This is important for an organization to implement changes in a focused manner so as to deliver effective result (Huczynski and Buchanan, 2010). Team managers are mostly disliked by the team due to their role as a change agent. They are the one who has to introduce change. It is recommended that they should focus on adopting an efficient and systematic work-procedure that guarantees success. The organization needs to understand importance of bringing changes through procedural manner. This is important for an individual to introduce changes in order to attain desired results. In a company it is the manager and the advisor who introduces the change (McShane and Von Glinow, 2011). Thus it is important for an individual to develop a smooth platform to adopt transition. A change bluntly introduced in an organization causes disturbance in attaining goals. This is important for an organization to develop group activities in a manner that help in attaining effective result. Those organizations which do not form proper planning fail to implement changes in their working process. The employer has to break the normal chain for bringing about changes in the organization. He has to overlook the normal process followed during the course of delegating responsibility (Colquitt, Lepine and Wesson, 2011). Designers of the change are often worst at managing the people side of same change The one who design the change seldom fails to implement the change in an efficient manner. There can be a possibility when an individual is not ready to adopt the changes in an appropriate manner. This is necessary for designers to develop change in a manner that the employees are ready to incorporate it in their life. Ineffective implementation of changes highly affects the growth of an organization. This is evident that it is difficult for an individual to manage changes in a proper manner (Pinder, 2014). This is due to the reason that people do not accept the changes in an easy manner. They are reluctant towards the changes introduced in an organization. It is therefore important to bring changes by the way it doesnt wrongly impact the individual. This is necessary for an individual to develop activities in a way it improves the overall productivity (Nelson and Cooper, 2007). Changes are generally introduced at different stages due to difference in adaptability. Every individual is having a different attitude towards handling a problem. This is evident that the managers have to bear the consequences at the time when a change is being introduced. There is a necessity that the managers need to develop an efficient activity so that the employees adopt the changes in a proper manner. The changes are generally incorporated in a well manner only if planning is done in an effective manner (Miner, 2015). Thus it is important for the individual to develop effective plan to implement changes at the grass root level. It is important to develop those activities that help in implementing the changes in a productive manner. This is necessary that the organizations are facing problems in implementing the proper solution. This is effective in case if a change in implemented in a large size business organization. The adaptability to change directly depends upon the abilit y of manager to implement changes in the organization. People generally observe the change agent as a negative figure. They generally consider him as the reason behind the change. This is important for an individual to develop activities in order to attain efficacy at work by the individual. On a long run it is seen that the individual doesnt feel secure in adapting the change. The change designers need to efficiently manage the changes that are necessary to be implemented. This is important that the organizations have to develop effective activities that will help in undertaking various tasks in order to attain desired results (Robbins and Judge, 2012). The efficiency can only be developed if the organizations have maintained proper results on a long run so that they can attain distinguished results. It is evident from the current scenario that it is necessary that organization need to develop change management cycle in order to manage the organization in an appropriate manner. It is important for an organization to organize the resources in the most appropriate manner. This is important to develop activities that need to be developed in order to attain efficiency. It is important for an individual to introduce activities that need to be managed in order to attain results in a better manner (DuBrin, 2013). Supervisors and managers prefer communicators rather than Project manager The supervisor and manager need a communicator who has to inform people about the changes taking place in the organization. Changes need to be applied that require efficient communicator. The large sized organizations need to develop activities that are appropriate for them. Changes are inevitable in nature. It is seen that Changes can only be implemented in the framework if the organization communicate in a proper manner regarding the changes (Hogg and Terry, 2014). Thus it is necessary that the organizations have to prefer a communication medium through which they can communicate. It is generally seen that the organization follows written form of communication to distribute information regarding the change. Written form of communication is an official mean through which information is given to the other party. This is therefore communicator has to understand the mentality of the people so as to implement the changes in the organization (Wagner and Hollenbeck, 2014). The organization has to find out the most appropriate manner so that the employees can earn efficient results. This will not only help in developing effective results but will ensure easy adaptability. It is the necessity in the organization that it has to communicate the appropriate changes in a systematic manner. Transitions are introduced in an organization through an appropriate medium. It is necessary that the organization should introduce changes in a manner that allow the organization to attain desired results. This is however important for an individual to develop activities that are important to meet desired results. Change management is a useful mode through which an organization can attain desired result. Multinational companies organize the resources in an appropriate manner by organizing the factors in a proper way. This will help the organization to attain desire results (Jones, 2010). Background conversations and the rumor carry more weight than "official" communications It is generally seen that the employees are generally influence by the rumors taking place behind the organization. The employees are mostly affected by the rumors taking place behind the organization. Results can only be attained if the organization tries to restrict rumors. These rumors highly affect the productivity in the organization. The official communication arrives at a later stage. Hence it is necessary that the organization need to introduce changes by replacing the rumors in an efficient way (Slocumand Hellriegel, 2009). It is the duty of the manager to introduce the changes in an appropriate manner so that the desired results can be attained. It is the general procedure adopted by the organization that the organization is more prone to rumors taking place in the surrounding. The employees are mostly affected by the rumors happening inside the organization... They do listen to those rumors which affect the internal productivity. It is necessary that the organization must try to restrict improper communication within. Over the past few years changes has become a norm in the global business scenario. This is necessary that the organization should establish effective policies so as to develop efficient results. This is necessary that poor communication process in the organization hamper the overall growth of the organization. It is necessary that the organizations need to develop a strong internal atmosphere that helps in focusing on desired results. The organization these days are undergoing changes in a frequent way. It is necessary that the organizations have to develop a formal chain of organization so that they appropriately provide decisions. In an organization it is however necessary that the information need to be transmitted in a proper manner. Thus it is recommended that the organizations have to develop activities that will help in adopting desired outcome (Barling, Clegg. and Cooper, 2008). Employees resist change, even when the change is a "good" idea It is the generally seen that human behavior is subject to fluctuation. They generally resist changes taking place in the organization. No matter what the change is it is human nature that they resist changes taking place in the organization. It is difficult for an individual to adopt changes in an efficient manner. They are not ready to adopt the changes in the normal course of business. Managing the changes is considered as an essential activity in an organization. It focuses on people their behavior and ensures effective implementation of change. This is important that the organization need to adopt appropriate model introduced by various authors so that they can accept the changes in an easy manner. It is necessary that the changes need to be introduced in a normal manner. The organization who forcefully introduces changes is not able to succeed in achieving the targets. It is important that the changes need to be introduced through a manner that they do not oppose change. It is recommended that the organization must conduct proper trial in order to attain high level of efficacy. The organization can attain results only if they follow leading example of change management. Many organizations fail to adopt the changes in the normal course of business due to their behavior (Huczynski and Buchanan, 2010). Conclusion It is recommended that the organization need to adopt a proper change management theories in order to attain desired results. The organization must focus on the past example to implicate effective change management theories. It is evident that the organization is failing due to their highly ignorant nature. Majority of organizations earn success due to proper implementation of the change management theories. Changes are vital for an organization in order to survive in the market. It is important for an individual to understand that the changes are important for growth. It is necessary that the organization should take example from the famous companies who have appropriately introduced changes in their organization. It is general human tendency to resist but however it is the duty of the manager to introduce changes in an appropriate manner so that they can earn desired results. Employees can easily execute the work by the way of communication. Understanding the need for change is the first step in creating an effective organizational culture. The report includes the importance of change management in an organization and why it is recommended to introduce change in an appropriate manner. References Aiken, C. and Keller, S., 2009. The irrational side of change management.McKinsey Quarterly,2(10), pp.100-109. Anderson, D. and Anderson, L.A., 2010.Beyond change management: How to achieve breakthrough results through conscious change leadership. John Wiley Sons. Barling, J., Clegg, S.R. and Cooper, C.L. eds., 2008.The SAGE Handbook of Organizational Behavior: Volume Two: Macro Approaches(Vol. 2). Sage. Cameron, E. and Green, M., 2015.Making sense of change management: a complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Colquitt, J., Lepine, J.A. and Wesson, M.J., 2011.Organizational behavior: Improving performance and commitment in the workplace. McGraw-Hill Irwin. De Wit, B. and Meyer, R., 2010.Strategy: Process, content, context. Cengage Learning EMEA. Doppelt, B., 2009.Leading Change Toward Sustainability-: A Change-Management Guide for Business, Government and Civil Society. Greenleaf Publishing. DuBrin, A.J., 2013.Fundamentals of organizational behavior: An applied perspective. Elsevier. Ford, J.D., Ford, L.W. and D'Amelio, A., 2008. Resistance to change: The rest of the story.Academy of management Review,33(2), pp.362-377. Hayes, J., 2014.The theory and practice of change management. Palgrave Macmillan. Hogg, M.A. and Terry, D.J. eds., 2014.Social identity processes in organizational contexts. Psychology Press. Huczynski, A. and Buchanan, D.A., 2010.Organizational behaviour. Financial Times Prentice Hall. Jeston, J. and Nelis, J., 2014.Business process management. Routledge. Jones, G.R., 2010. Organizational theory, design, and change. Karp, T. and Helg?, T.I., 2008. From change management to change leadership: Embracing chaotic change in public service organizations.Journal of change management,8(1), pp.85-96. Kotter, J.P., 2008.Force for change: How leadership differs from management. Simon and Schuster. Kotter, J.P., 2008.Force for change: How leadership differs from management. Simon and Schuster. McShane, S. and Von Glinow, M., 2011.M: Organizational behavior. Irwin/McGraw-Hill. Miner, J.B., 2015.Organizational behavior 1: Essential theories of motivation and leadership. Routledge. Nelson, D. and Cooper, C.L. eds., 2007.Positive organizational behavior. Sage. Paton, R.A. and McCalman, J., 2008.Change management: A guide to effective implementation. Sage. Pinder, C.C., 2014.Work motivation in organizational behavior. Psychology Press. Robbins, S.P. and Judge, T., 2012.Essentials of organizational behavior. Essex: Pearson. Slocum, J.W. and Hellriegel, D., 2009.Principles of organizational behavior. South-Western Cengage Learning. Thompson, J.L. and Martin, F., 2010.Strategic management: awareness change. Cengage Learning EMEA. Todnem By, R., 2005. Organisational change management: A critical review.Journal of change management,5(4), pp.369-380. Trkman, P., 2010. The critical success factors of business process management.International journal of information management,30(2), pp.125-134. Wagner III, J.A. and Hollenbeck, J.R., 2014.Organizational behavior: Securing competitive advantage. Routledge.