In an organizational development process, the management of change is an important factor to ensure a smooth transition and the improvement of performance. Management of change is the application of knowledge, resources, and tools to deal with change. Moreover, it entails the adoption and definition of corporate strategies, procedures, technologies, and structures to manage change in the business environment. Additionally, it involves leading people through major change while maintaining maximum productivity. Contrarily, organizational development is a critical process that enables an organization to build its capacity to change and achieve greater effectiveness. This is through developing, reinforcing, and improving structures, processes, and strategies.
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THE PRINCIPLES OF LEADING THE MANAGEMENT OF CHANGE
Essentially, leading with the culture is the first step in the management of change. It is important to account for the existing culture in designing of transformation efforts. Also, change management should begin at the top level of the business or organization. This empowers and motivates other members to embrace the change and helps in maintaining maximum productivity in the workplace. Moreover, every layer in the organization should participate in the change. Ensuring broad involvement enables a smooth organizational development process.
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IMPORTANCE OF THE ORGANIZATIONAL DEVELOPMENT PROCESS
The organizational development process enables the identification of the areas that need change. It provides an analysis of the needs and the potential effects of change. Furthermore, this helps to develop a plan for the management of change. Moreover, this plan outlines the specific ways that the change improves business operations while maintaining maximum productivity. The organizational development process also promotes and manages the growth of an organization. Organizational development analysis brings together sales projections and customer demands that help to determine the rate of the organization’s growth
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