LEARNING OUTCOMES 1
Understand how to apply solutions to organisational change.
- Identify a range of organisational change, models or frameworks.
Organisational change is necessary in response to the continuously evolving internal and external factors that affect the business environment. Various reasons, such as technological advancements, economic shifts, changes in leadership, and organisational growth or downsizing, can initiate change. Charles Handy, a renowned organisational theorist, states that change occurs due to three main reasons: pressure from outside forces, an organisation’s internal dynamics, and the capabilities of the organisation’s leadership.
Change can have significant impacts on organisational behaviour, including employee morale, job satisfaction, motivation, and productivity. The way change is managed and implemented can also determine its success or failure. It is essential to have a structured approach when implementing change to minimise resistance and maximise the chances of success.
There are various organisational change models or frameworks that organisations can use when planning and implementing change. These models provide guidance on the process of change, including the steps involved, the roles and responsibilities of stakeholders, and the expected outcomes. Some of the commonly used models include:
- The Balanced Scorecard: This model focuses on aligning the organisation’s strategic objectives with its operational activities. It uses a set of key performance indicators to track progress towards achieving goals.
- The Big Picture: This model emphasises the need to have a clear vision and a shared purpose. It involves involving stakeholders in the process of developing a shared vision and aligning their activities with it.
- Business Process Reengineering: This model involves rethinking and redesigning an organisation’s processes to improve efficiency, effectiveness, and quality. It requires a detailed analysis of the current processes and identification of areas for improvement.
- EFQM Excellence Model: This model provides a framework for assessing an organisation’s performance based on several criteria, including leadership, strategy, people, partnerships, and resources. It encourages a culture of continuous improvement and innovation.
- Kaizen Blitz: This model emphasises continuous improvement through small, incremental changes. It involves regular reviews of processes to identify improvement areas and implement changes to achieve better outcomes.
- ISO 9001 Quality System: This model provides a framework for implementing a quality management system. It involves setting quality objectives, documenting processes, and regularly monitoring and reviewing performance.
- Six Sigma: This model aims to improve process performance by reducing defects and variability. It involves a structured approach to problem-solving, data analysis, and continuous improvement.
In conclusion, organisational change is necessary to significantly impact organisational behaviour. It is essential to have a structured approach when implementing change to minimise resistance and maximise the chances of success. There are various organisational change models or frameworks that organisations can use, including the balanced scorecard, the big picture, business process reengineering, EFQM excellence model, Kaizen blitz, ISO 9001 quality system, and six sigma. Organisations can choose the model that best suits their needs and aligns with their objectives.
- Apply a range of creative problem-solving techniques to address change challenges
Creative problem-solving is essential to change management as it enables organisations to overcome obstacles and find innovative solutions to complex challenges. Different workplaces may adopt different techniques depending on the context, problem, and organisational culture. Some of the commonly used creative problem-solving techniques include: