Head of HR Russia & CIS at Transsion

Ammar Stash

Managing organizational change is an essential process to keep pace with development and change within organizations.

It is the process of changing the enterprise to the way it operates. In the past, organizational change was planned and casual. With the beginning of the fourth industrial revolution, the world is changing faster than ever on an unprecedented scale, speed and complexity. Organizational change is now a constant reality that requires organizations to become increasingly fast-moving to enable them to pivot and adapt on a regular basis. The most successful institutions are those that respond - at a rapid pace - to emerging challenges and opportunities.

Change management includes the methods by which a company implements change within its internal and external operations. This includes preparing and supporting staff, establishing the necessary steps for change, and monitoring pre- and post-change activities to ensure successful implementation.

There are a number of reasons why companies' concerns or objectives are directed at managing organizational change. One of the most important is the change in leadership in the company, or leadership within one of its departments. This means a new leadership strategy. The transformation of the organizational staff structure is one of the most important of these reasons, as well as the change in business models or patterns.

CMHR, for example, is one of the most common cases, due to permanent and frequent staff changes, or staff turnover, which calls for a certain change management mechanism in this aspect.

The importance of managing organizational change:

Organizational changes occur with the aim of developing companies and guiding organizations to the correct use of their different components, so managing organizational change is an important element in increasing organizational and productivity within companies and achieving tangible success.

“Organizational change is now a constant reality that requires organizations to become increasingly fast-moving to enable them to pivot and adapt on a regular basis.”

On the other hand, some of the characteristics of organizational change management make working individuals able to understand the transformation, and thus apply it effectively and productively in the various organizations' aspirations.

Management of organizational change often highlights the importance of companies owning human resources management models, especially as it helps them develop their human resources continuously.

But we should address that not studying or managing areas of organizational change in the company before it is applied may negatively affect its systems because in this case all ways, trends and applications will be expensive for the company in terms of resources and time, and may affect employees' occupational behaviour, distinctive skills and even low morale, will threaten failure of the company's system and the failure of its attempts to achieve its goals.

The most prominent items which changescanbeapplied to:
• Organizational Culture. 
• Main techniques used within the business.
• Infrastructure.
• Internal Operations.

Change Models for Organizations for 2022:

There are a lot of models that vary in their specifications and stages, in addition to the methods and methodologies they offer, we will highlight in this article two important models and detail them as follows:

1. McKinsey Model 7-S

It consists of seven elements, which they don’t need to be implemented in a given order or sequence, as they are assessed by how they affect each other so that their current weaknesses can be identified.

The McKinsey 7-S model is good if you know something is wrong within the organization but you are not aware how to address it. The seven elements of the model that start with the letter S will help guide you to keep your company balanced once you identify changes. This model will also help you identify current imbalances and move to implement the necessary change, such as making sure that the organization's staff have the skills to cover the new responsibilities assigned to them.

2. Nudge Theory

The Nudge theory depends on pushing employees towards the change you want and not strictly imposing it on them, so that they are part of and supportive of the change, which reduces resistance to change within the organization, and experts advise using this theory in conjunction with other models. This theory is based on the following principles:

Conclusion

Most organizational change management models are about persuading individuals within the organization and creating an internal motivation and desire for them to change, as employees are the key element that cannot proceed with the process of change and achieve success without them.