Implementing Change in Organization - Essay Example

Change is an individual, deliberate decision that everyone makes. It is the shift in mode of operations one incorporates (Worley & Susan, 2014). In an organization, change is not readily welcomed. Pioneers will quickly receive change. Although all this said and done, change is inevitable. In one way or another change needs to occur whether it is accepted or fought against.

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My organization is a law firm dealing with corporate cases. A discussion by the management came to a consensual decision of using a more modern method of handling cases and that was initiating a customer care help desk where our customers could get redirected to our lawyers. With these change implemented, we have seen customers have their problems handles in a more efficient and systematic way. Through this desk, we are also able to receive complaints as well as feedback from the customers on the services offered. It has formed a better link between the attorneys and the clients. Very different from what was experienced earlier on where the clients found it hard meeting up with the lawyers due to the fixed schedule they had. This change has been received in the firm with a lot of positivity and I would thank the management for its initiation (Burke, 2013).

Everybody fancies changes that an organization may put in place to improve on the quality of services delivered (Burke, 2013). The number of clients we have received since the change was implemented has been rising significantly in the recent past. This also sent signals to the management that change is all the firm needs to have its operating scale grow larger day in day out. This has been one of the most effective changes that our firm has been able to come up with and the management is also seeking to have the whole staff team engaged in the next change idea they are going to come up with so as to ensure it is accepted by all and effects or rather impacts positively on the firms objectives.

Top-down implementation of an organization's policies would seem more of a dictatorial move in enacting new changes. Resulting in a high resistance of the new idea which may bring conflict between management and organizational staff (Burke, 2013). The bottom-up transition is the more of its kind of enactment. It is a form where the employees initiate the change to be implemented. It is not that they are the ones who were the owners of the original idea but the management. Change is done to keep up with latest trends, remain in the market industry, ensure customers loyalty to your services and finally, countering competition from related corporations.

References

Worley, Christopher G., and Susan A. Mohrman. "Is change management obsolete?." Organizational Dynamics 43.3 (2014): 214-224.retrieved from; http://www.sciencedirect.com/science/article/pii/S0090261614000394Burke, W. W. (2013). Organization change: Theory and practice. Sage Publications. Retrieved from: https://books.google.co.ke/books?hl=en&lr=&id=_TcXBAAAQBAJ&oi=fnd&pg=PR1&dq=peoples+responce+to+changes+in+an+organization&ots=Ol3ZEkmOak&sig=7zaHvts4DW6AgalAeMO3oqIueZ0&redir_esc=y#v=onepage&q&f=falseHerrmann, P., & Nadkarni, S. (2014). Managing strategic change: The duality of CEO personality. Strategic Management Journal, 35(9), 1318-1342. Retrieved from: http://onlinelibrary.wiley.com/doi/10.1002/smj.2156/full