May it be an Individual or Organization, Change is Inevitable

May it be an Individual or Organization, Change is Inevitable
May it be an individual or organization, change is inevitable. In that light, embracing flexibility and diversity is crucial in a highly dynamic environment. Change theory refers to the blueprint or framework that is used in transitioning business processes, resources, organizations, and people to achieve better results. As such, it enables companies and people to focus on the future by making the most appropriate decisions to meet their set goals and objectives. The paper emphasizes how to change theory facilitates organizational transformation and how it relates to my workplace experience.
Summary of Chosen Articles
Muhammad Naeem’s article depicts that cultures, organizations, and countries where destructive politics, resistance, and collectivism are high usually fail in implementing change successfully. On that note, it is crucial to consider how social networking platforms can be used to reduce change resistance, particularly in organizations. Organizational change is vital since it makes firms survive or gain a competitive advantage to meet their established goals and objectives. In the digital era, many employees are familiar with social media, and they can use these networks to discuss the importance of change within a company. Personally, social networking sites facilitate knowledge sharing, information exchange, teamwork, and effective communication among people. Organizational change stakeholders can use them to empower employees and all entities involved to decrease change resistance (Naeem, 2020). For instance, at some point in my organization, the management team created groups on social media that enabled workers to interact, which played a significant role in eradicating internal conflicts between employees.
Nery et al. (2019) depict that various organizational change attributes and attitudes determine how well a company adopts new changes in its structure. The primary antecedents that these researchers focused on are the perceived level of risk, cognitive theories, and organizational change planning (Nery, Franco, & Neiva, 2019). Researchers found out that the most crucial thing to ensure that change implementation is successful in building a good attitude among relevant stakeholders. Notably, proper planning is needed, and all parties must be allowed to participate so that they can understand what is coming. For example, employees ought to know how their scope of work or responsibilities will change. When my company wanted to change some business processes by implementing technology, managers had to ensure that workers comprehend how the new environment would be. For instance, employees had to be assured that their contributions were vital even after the change was adopted successfully. Their inputs were highly valued, which ensured that the company implemented an effective technology that workers were conversant with and happy to use in their daily duties.
Authors’ Relevance of Concepts Discussed in the Articles
I selected Nery et al.’s article due to its emphasis on proper planning and stakeholders’ attitudes ...