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Organizational change
implies to the movements, alterations and shifts within a company, which can
have a considerable impact on its workflows, processes, and culture. As Gina Temple says,
organizational change can be carried out to improve profitability or
productivity. It can also be in response to changes in the external
environment. The process of organizational change is fairly complex. It tends
to involve a variety of activities, starting from redefining organisational
goals to restructuring teams and implementing new technologies.
Gina Temple
highlights certain important types of organizational change
Organisational change
can be transformational and radically reshape an entire enterprise. This change
can also be incremental, and involve subtle and gradual adjustments. Either
way, clear communication, change leadership, and a willingness to adapt to new
ways of working is needed to manage and execute organizational change in an
efficient manner.
Organizational
changes can be categorized into several types, and must be properly handled and
managed. Here are a few types of organizational change:
Planned change: Planned change takes place
when changes are intentional and developed in a strategic manner. This is a
structured and deliberate approach towards change within a company. The
management team tends to identify the need for change and outlines a systematic
process for its implementation. The change is ideally designed to achieve
certain particular goals, and is likely to involve a detailed roadmap that
ensures a smooth transition.
Unplanned change: Such a change occurs
spontaneously and without prior notice. It can be triggered by various external
events like natural disasters, economic shifts, as well as sudden shifts in the
market. Unplanned change can be fairly chaotic, and often requires swift
responses for successful adaptation. Unplanned change might also be considered
a reactionary or remedial change as well.
Transformational change: Transformational
change in a company implies to a complete overhaul, in order to shape something
wholly new. This would typically involve a fundamental overhaul of the systems,
processes, or culture of the company. It is quite a radical process that might
alter the vision, mission or direction of the company. Moreover,
transformational change typically requires strong change leadership along with
a willingness to challenge the status quo.
Incremental change: Such a change involves
small and continuous adjustments that are made over time. Incremental change
puts emphasis on improving certain existing processes or products in a gradual
manner, without altering the core structure of the company. Incremental
change makes it easy for organisations to adapt slowly and is typically less
risky than more radical approaches.
Strategic change: Strategic change implies to
considerable alterations that align the company with its long-term goals. It
generally involves altering the goals, mission, or vision of the company, in
order to adapt to the market or industry changes. Such change is usually
complex and requires alignment across distinctive levels of an enterprise.
As Gina Temple
underlines, regardless of the type of change is needed by
a company, organizational change requires proper planning, communication, and
collaboration across various levels of the organisation. One of the best ways
to conceptualize organizational change is to see it as a spectrum that gauges
the extent of change a business is undergoing.
