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Reflect on the logical steps of effective change
implementation. If you have not already done so, read Spector’s Four Steps in
your textbook. Here they are below, as well. Step 1—Redesign considers
alternative patterns of behavior. Step 2—Training and development helps
employees acquire required new skills and behaviors. Step 3—In order to ensure
that organizations have employees with required competencies and work
behaviors, leadership and management need to reevaluate employee training and
development processes. Step 4—Organizational leaders reinforce the new
behaviors through the “hardwiring” of the organization; structures, systems,
and technologies.
Answer the following questions:
· Discuss the
advantages of including structures, systems, and technology as part of an
organizational change plan after the change rather than before.
· Consider whether the
organizational change starts with employees or with systems.
·
-Discuss the impacts on employee
behavior when organizational leaders introduce a new organizational change
model.
Reinforcing
New Ethical Behaviors
Name
Institution/Affiliation
Date
Organizational
change can be divided into two; change premeditated and implemented to spur
growth or adopt new ethical behaviors and change that is brought about by
circumstances. Malik (2014) asserts that the Spector's Four Steps play a
significant role in effective change implementation as they provide a
sequential framework that supports the analysis and application of the organizational
change in a given context. The process of reinforcing new ethical behaviours in
an organisation requires the incorporation of systems, structures and
technology that are designed to aid the application of plans for change. Adopting
new ethical practices is a complex process, but it does not have to be if an
organisation plans and prepare accordingly.
Presently,
change has become a well-appreciated phenomenon the modern-day organisational
context. Managers, hence, have to acknowledge the advantages of including
technology, systems, and structures as part of an organisational change plan
after the implementation phase rather than before (Malik, 2014). The inclusion of these factors helps in
dealing with the anticipated challenges as they help in responding to the
problems that come up after the transition. Besides, according to Welsh and
Ordonez (2014), the incorporation of technology and systems helps in the
reduction of the incurred costs. After the application of the change plan, the
right technological structure reduces the inefficiencies and waste thus
avoiding costs that may affect the attainment of the ultimate goals and
objectives.
Welsh
and Ordonez (2014) assert that organizational change starts with the individual
employees rather systems. To successfully reinforce new ethical behaviour then
the process of change should be initiated with individuals. Employees first
have to show signs of commitment before systems, structures and technology
supporting change can be incorporated in an organisation. Various studies have
revealed that at the introduction of a change plan less than 20 per cent of the
employees embrace it immediately (Malik, 2014). Over 25 per cent oppose the
implementation of change while over 50 per cent depicts signs of uncertainty. The
employees who are hesitant can jeopardise the change plan, however, with the
right activities they commit to the process.
The implementation of new organisational models impacts the behaviour of individual employees in different ways. According to Welsh and Ordonez (2014), the change efforts made by organisational leaders are affected by the behaviour...
