Managing Radical Changes in an Organization Essay

Managing Radical Changes in an Organization - Essay Example The use of organizational teams by most organizations to implement radical changes has been a core recommendation by most scholars however, the requirements for these teams to be successful in the change implementation are not clear. However, the composition of the change teams and how they are selected, their motivation and influence of engaging with the employees on the need to make changing to the company, are critical to the success of the change implementation. In this study several theories are put in place to identify the strategies that any team carrying out change must observe for it to be successful. Nevertheless, the adoption-innovation theory, and the ability based theory of emotional intelligence proposes that the teams that observe the views of the employees, the team that uses the cognitive style will no fact be successful in the implementation of any form of change. Moreover, the leader of the team has a direct effect on the success of radical change implementation (A ntonakis 2009). ... While there might be several factors behind these failures, there is the underestimation of the quantity of time and the energy required that would create a new organizational culture so that the employees might be accepted and feel this change in the organization. Without employee engaging in any type of change, there is little realization of the profits or the required results. The organizational change is therefore a slow and dynamic process that needs careful planning. The external forces in the present economic and social environment have made many organizations to seek the best ways in which to adapt and implement the changes they need in the organization. Nevertheless, the need to maintain the legitimacy of the company and the need to maintain the viability of the resources (Armenakis 1999). Thus therefore, there is a need to focus on radical change initiatives for the organizations to benefit from any form of change they are about to implement. The radical changes in the mobi le banking industry are often associated with some form of risk and difficult to implement. Change Process Models According to Baron (1997), change is a slow and dynamic process in an organization. It consists of several phases that need to be successive. These he referred successive phases as â€Å"unfreezing, moving, and refreezing† (Barbuto 2006). Several other recent studies have based their ideas on this phase model and come up with related models that aim to show the practical aspect of the implementation of the radical changes by an organization. Baron (1997) asserts that the implementation of the radical changes in an organization is a daunting task and therefore throughout the