Essay Sample on the Success of an Organisational Change

Published: 2023-01-04
Essay Sample on the Success of an Organisational Change
Type of paper:  Essay
Categories:  Goal Company Human resources Risk management Business management Organizational culture
Pages: 4
Wordcount: 1090 words
10 min read
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Organizational change has become a common phenomenon and emerging trend within businesses as there is always the need to adapt to the changes in the market. Just as the external environment affects a business enterprise, the internal environment also affects the success rate of an organization. A change in the internal organizational structure can produce beneficial results to an enterprise such as increased employee morale, better relations among employees, and better productivity overall.

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Changes in Nokia Company

Nokia Corporation has made decisions to make structural changes in its organization. The company wants to become more efficient, increase sales, and keep up with the ever-changing mobile software technology in the market. To do so, the company has partnered with Microsoft which will help develop the software for its mobile phones. With this change, there will also be the need to change the marketing strategies, as well as create an environment within the organization that will encourage innovation.

For organizations such as Nokia Corporation to have a successful change in their structures, there are several steps that they need to go through. These steps include assessing the organization's readiness for change; mobilizing employees for the change about to take place; developing goals for the change; implementing the change; continuous mobilization to ensure that change is implemented throughout the organization; attitude change on all levels of the organization; and development of management skills.

It is important that an organization to first be aware that they require change. This helps to prompt employees to be innovative and aware of the current market trends and potential opportunities that the organization can use to its advantage (Calder, 2013). In addition to that, as a result of anticipating change, organizations will place some of its employees to proactively search for new opportunities for innovation.

The organization also needs to analyze its agility to change - the company must have the capacity to stretch during the change as well as the ability to allocate resources in the right places and also have good leadership to guide the change. It is also important to analyze the ability of the organization to analyze problems, and risks, as well as manage the reactions of the employees towards the change (Musselwhite & Plouffe, 2010). In addition to that, the organization needs to have clear-cut goals of the impending change as well as the ability to implement these changes into already existing systems as well as avenues for accountability.

Determining Ways to Measure Success

While implementing change, it is essential for an organization to measure the success rate of the changes they are putting in place. This not only helps an organization gauge if the change is actually taking place and is effective but also helps ensure that the organization is moving on the right path and that it is actually bringing benefit to the company.

Change is difficult for any organization, including Nokia Corporation, but its benefits are worthwhile. Some changes require an organization to lay off some of its employees or cut back on some resources, especially if there is an acquisition or merger in place. Some employees could be demoted, while others may be given new responsibilities. As stated earlier, the organization needs to be prepared for all these changes if they wish for them to be at all successful.

Ways of Measuring Organizational Success for the Nokia Company

There are three ways through which Nokia Corporation can measure its organizational change. These methods are universal, hence, can be applied to any other organization, whether big or small. These methods are very easy and do not require a lot of statistical or quantitative analysis to determine its success.

The first indicator of change is analyzed by defining the transition, more so, on an individual basis. The organization can assess what employees need to do differently now that the organization is undergoing a change. How have the roles of the employees and different departments changed or been redefined? For example, are employees engaging in work designs that are more innovative and goal-oriented?

Once this is established, it is easy to measure change on an individual basis and this is done by the second indicator, where the organization measures an individual's progress. There are five building blocks in the Prosci's ADKAR model that can help an organization achieve this second measure; these have been discussed in previous paragraphs and they include awareness of the reason for change, desire to be part of the change, knowledge of how to bring about the change, ability to use the required skills for the change, and reinforcement to maintain the changes being made.

The third indicator or measure for change in an organization is by measuring the cumulative process or impact of the organizational change on individual transitions. This can be achieved through analyzing the speed of adoption; meaning that the organization needs to determine how quickly employees (and customers) are adapting to the changes being made. It can also be achieved through utilization, where the organization analyses how many employees are implementing the changes in their daily work routine and schedules (Horlick, 2017). The other way this can also be achieved is through proficiency, where the organization analyses how well its employees (as well as customers) are implementing the change.

Conclusion

Changes in organizations significantly affect the response by the consumer - either in the favor of the company or for the worse. It is important that organizations analyze the possible repercussions that the changes they are implementing will have on the company's internal and external environments.

The goal of an organizational change is to understand the problem in the organization by uprooting the root causes, then coming up with an achievable plan that will deal with the highlighted problems. Following the establishment of the plan of action, this plan is implemented as change and measures are put in place to ensure its realization. By implementing the steps highlighted in this paper, an organization can be able to ensure that the changes being made are in line with the organization's goals and objectives as well as increase productivity and profits for the company.

References

Calder, A. M. (2013). Organizational Change: Models for Successfully Implementing Change. Utah, USA: Utah State University.

Horlick, A. (2017, March 14). 3 Steps for Measuring Change Success. Retrieved from http://www.navigo.ca/blog/3-steps-measuring-change-success

Musselwhite, h., & Plouffe, T. (2010, June 02). Four Ways to Know Whether You are Ready for Change. Retrieved from http://www.hbr.org/2010/06/four-ways-to-know-whether-you

OEC. (2019). Organisational Change. Retrieved from http://www.oecstrategicsolutions.com/services/organizational-change/

Smith, C. (2018, October 22). ADKAR Change Management 101. Retrieved from http://www. change.walkme.com/adkar-change-management/

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