Structural Change

Structural Change

Introduction

The most important aspect to be addressed for managing and implementing an effective change process is that Structure of the organizational Structure. Organizations benefit from predicting and planning for change in their Structure rather than waiting for a time when change will become inevitable. The Structural change will involve rearrangements of the authority and reporting relationships and the way tasks are handled throughout the organization.

The relevance to change management in large scale organizations is management is required to respond quickly to an increasing range of forces driving change. These forces and pressures that drive change can arise internally and externally of an organization. The increased speed of change is a result of developments in technology, communications and competition. change requires someone to manage and lead the actual change process (O'Reilly et al, 1991).

Structural change

A Structural change brought in any organization can affect almost every aspect of organizational behavior. Any type of reorganization is difficult to bring and therefore must be carefully managed. Before making a decision to change, the organizations should carefully foresee and recognize different of resistance to change. Moreover, it is highly recommended that the management make the objectives of change and its details as clear as possible to employees. The HR department will facilitate the process of bringing a Structural change by assisting the departmental managers as well as the first level managers in bringing necessary modifications in their reporting Structures and hierarchies (Ashkenas, 1995).

HR Role in Structural change

The role of HR is important in this regard as the most affected component of the organization to be affected in this regards are the people and HR can best define the strategies to bring change in organizational Structures that best fit the people's needs.

People

People are the most important component of an organization. It is because of people that an organization survives and remains competitive and it is also because of people that an organization fails. In order to initiate an effective change process it is necessary to bring the desired changes in an organization's workforce first. People usually resist changes brought to them by the management. This resistance can be reduced or wiped out by making the employees understand that how this change is going to benefit them and making them clear the objectives of change. This can be done through open communication between the upper and lower management level employees (Kanter et al, 1992).

Moreover, the employees of the organization should be trained and educated according to the hanging demands of the organization. The HR department will assist in bringing change in the organizational workforce by providing them necessary training and educating them about the changing trends of the organization. Moreover, the HR will help the management in making the importance and benefits of change to the employees of the organization.

Technological change

As technological advancements bring new and improved tools and equipments, it becomes necessary for organizations to update their existing technology. Technological change affects employees' by changing the task people perform and ...