But, the way change is initiated can vary.
Managers are often drawn to change by imagining the possibilities and positive impact it can have on their organization.
Before launching an idea, however, spend a little time wrestling with the costs and disadvantages also a part of the change. While never being satisfied with the status quo can drive excellence in your organization, there is some wisdom in the old adage, "If it ain't broke, don't fix it.
Every organization can be improved, no matter how well it is performing, but a manager should always ask the question, "How is this proposed change going to improve my organization's ability to achieve our key goals? Changing the oil in your car takes time and materials, which cost money.
Changing the phone system in your building costs time, money and training. Every change also has opportunity cost; spending your equipment budget on new computers means you have to wait to upgrade the phones. And there are intangible costs such as morale and customer satisfaction during the adjustment period.
Determine whether the cost of a change is outweighed by the benefit that change will create. Internal Resistance According to an article by organizational change expert Garrison Wynn, the top two reasons people resist change are lack of knowledge about coming changes and fear of the unknown.
You can expect some level of resistance to any change, no matter how small or how much benefit it might promise. The key tools for managing this problem are complete, honest, and timely communication with your work force, clear communication of the value of the change, and patience with your team as they go through an inevitable adjustment phase.
Choosing the Wrong Solution Organizations often initiate change because they have a problem that needs to be solved. But it's dangerous to assume you know the root cause of a problem and implement a solution prematurely. Sometimes management doesn't sufficiently investigate the true cause of a problem, the stakeholders affected by the solution, and potential unintended consequences of change.
This approach creates all the costs of change without the intended benefit, plus it can create problems in areas that were functioning properly.
Two of the best tools for avoiding this costly mistake are a "5-why" analysis that helps pinpoint the root cause of a problem, and Design of Experiments, a statistical method of testing potential solutions before they are implemented.The answer to this question depends on the context.
The research proven advantages to cultural diversity in the workplace include increased innovation, greater connection with diverse consumers, and increased ability to attract and retain diverse.
The Advantages and Disadvantages of Being Tall There are certain advantages and disadvantages of being tall but let us look them from different aspects. The first aspect is the physical advantages and disadvantages of being tall. Size doesn't matter when it comes workplace culture.
Every organization, regardless of how many people are employed, can take advantage of the benefits that a workplace culture has to offer. Change Might Not Equal Progress. Many companies emphasize a culture of continuous improvement.
While never being satisfied with the status quo can drive excellence in your organization, there is. Understanding Organizational Culture and its Benefits By Bisk Organizational culture can be defined as the culmination of values, visions, language, behaviors and beliefs that make up an entity’s unique operating environment.
The market culture has the advantage of speedy work and completion of the tasks and goals, and the disadvantage of this culture is that there is no innovation or .