The organizations often face certain circumstances in which they have to forego their traditional style of operations, especially the management or the leadership style of an organization.
The talent hunters look for the leaders which are specific to their requirements and the given jobs, and most importantly the leader to fit in the organizational environment conveniently. However, with the fast paced technology, and changing global and organizational environment the need of changed leadership is on the hype.
The organizations want that they remain up-to-date with the current technology, and have the adequate and latest managerial skills set in their portfolio all the time and require the workforce to be competent enough to survive the changing business environment. This is a necessary condition for the organization to compete effectively with its competitors, and ensure their presence in the marketplace.
The managers should focus on the culture and behavior of the employees if they wish to undergo changes in the firm’s objectives. It is vital to note that the behavior of the workers needs to be altered and that may require time. The employees should be ready for the change. However, in cases where the workers or employees are not comfortable in changing and adapting themselves with the procedure then the managers usually replace those workers.
Transformational Change in business environment
Basically, this transformational change asks for a great investment and time. The managers need to identify the “right time” for undergoing a change process in a company. The understanding of that right time is the main factor.
In order to proceed with the readiness review it is essential to define what management and strategic change is to explain the concept of ‘Change Management’. The ‘management’ is described as a set of certain activities such as organizing, planning and controlling, which are aimed to achieve the organizational goals using the resources both physical and human capital in an efficient and effective way .
The ‘strategic change’ is the change in the firm’s strategies including the scope, synergy and competitive advantages. To get more success, the strategic changes allow alteration in the vision and objectives of a firm. Though, not all firms are able to express the change among the employees, and it requires much training of the personnel and to have skilled work force.
What is Change Management?
The ‘Change Management’ is the approach to tackle the change, and the organizational transitioning; based on its individuals, the teams, work groups and the overall organization as a whole. The change could be from its current position to the much preferred future state, which is desired. It has a vision to be implemented to see the organization in place for the purpose it was intercepted, and also to implement the strategy to fulfill that change.
The change management is the systematic process aimed to encourage employees and the managers to acknowledge the changes in the work and business environment and to fight the foreseen threats and grab the potential opportunities. It is used as a technique to attain the competitive advantage and strengthen the strategic position, and to transition the workforce.
The review follows the critical evaluation to the leadership theories and the academic literature as well to support and identify the leadership and motivational skills. The cultural awareness aspects are also highlighted. Then the framework would be formulated for the change management and competency factors, and then the criteria would be provided on how to evaluate the selected competencies. In the end, the self evaluation would be given to the selected competencies.
The focus of this change readiness review is on the broader stream line, as it focuses on the change management, and narrows it down to the specific skills set, and the leadership attributes and competences required taking the organization to its set goals in the future, and fighting the changing circumstances.
Trends influencing the nature of change
The trend which leads to the change in an organization, and its leadership style has transformed now from its traditional norms. The drivers of change are same; however the intensity has changed over with many additions. As the organizations has gone global in order to boost its sales, and adds on the customer base the firms would like to operate on different geographical areas and to learn the about the new markets.
This create the use of more diversified workforce from different regions to work together, also the workforce is dispersed globally. This leads to difficulty as by having the communication and the trust gaps, however the changing technology has reduced this gap by introducing the video conferencing, and even the top managers are sent globally from the origin to have a tight control according to the organizational norms.
The work circumstances have changed now, as most of the jobs in the current era is of mental knowledge. Most of the high paying jobs require the mental knowledge and cognitive process, rather than the physical strength. This requires the managers and leaders, to have immense knowledge and experience in order to be competent, and grow their career.
The organizations mostly are customer driven, rather than firm or corporate driven.
The customer have the strong bargaining and consumption power that the organizations have to follow that consumption pattern in order to flourish, and profit from the operations. This lead to tough competition among the firms, and each firm urge to gain the competitive advantage, and set strategic goals and engage in continuous reorganization.
This has placed great pressure on the organizations to be customer focused, and tend to bow to the demands.
The production processes and the procedures are benchmarked, and this has led boost in the production and employee skills development by setting high standards, and developed criteria. This has also led the training easier for the others to join the firm, and set a baseline on which the development is to be done.
On the other hand, the employment in the service sector has increased over the decade for many developed and developing countries, and the reliance on the agricultural sector is reduced. This has led to a major change in the working environment, job context.