Organizational change management

Facing change management entails definition and adoption of organizational techniques, structures, and expertise to manage changes both in the external and internal environments of the organization. When facing organizational change management, it is critical to bear in mind the corporate objectives, organizational units impacted by the change, effective communication strategies and how to implement the change in an orderly manner. Managing organizational change requires a clear definition of the organizational goals and objectives. Reviewing organizational goals and objectives is critical in determining whether the organizational change will propel the organization in the right direction (Sikdar and Payyazhi, 2014). This will help in quantifying the value of the change which will, in turn, determine the efforts and inputs needed to manage change effectively.

What seems most important to assist effective downsizing or merging of work units? Organizational change can lead to a merger or downsizing of an organization. Management of changes arising from downsizing depends on the effectiveness of the adopted change management strategy. The most effective downsizing practice is outplacement. Outplacements help in assisting the laid-off employees in securing new jobs, training as well as re-equipping the remaining employees into their new positions (Van der Voet and Vermeeren, 2017). This increases employee’s loyalty to the organization. A shared vision also defines and supports the direction of the work unit and how the formation of the new units aligns with the overall organizational vision. References McKINLEY, W. , LATHAM, S. , & BRAUN, M. Organizational Decline and Innovation: Turnarounds and Downward Spirals.