The Single Biggest Reason Organizational Changes Fail Is That Very Little Thought Is Given Managing the Impact on People

Conclusion

Thus, taking into account all above mentioned, it is possible to conclude that organizational changes are essential, especially in the current economic situation of the fast growing competitiveness, implementation of new technologies and globalisation. But, traditionally, the implementation of an organizational change does not necessarily mean its final success and functioning because it may face strong resistance from the part of employees, caused by four major factors: the lack of understanding, insufficient time, low competences or employee’s fear about their competences, and finally the difference in values driving the change.

Obviously, to cope with the obstacles that the implementation of the organizational change may face, it is necessary to provide the cooperation of managers and employees. It means that managers should provide effective implementation of a change not only through informing of employees about the reasons, significance and consequences of the problem but also through active participation of employees in the discussion of the change suggested. And naturally the vision of managers and employees on the change and prospects of the organization should be similar, if not to say identical.

As the result, any organizational change may be implemented and successfully function in such a way that provides the general success of an organization and its high competitiveness and prospective future. This is why the role of management in success of organizational changes is extremely important.