Process of Planned Change
To fulfill the objectives of planned change a series of steps need to consider. The following are the necessary steps for the planned change process:
Recognition of The Need For Change
The first step in the planned change process is to recognize the change. It is essential to find out a weak area of performance consisting of materials, machines, manpower, organizational structure, technology adopted, etc.
The proper identification of weak areas which is providing defects in organizational activities helps to take necessary measures.
Establishment of Goals For The Change
The planned change should establish goals for the change. The objectives of the change must be specific, clear, and practical. They should be time-bound and expressed in numerical terms.
They should not be idealistic or over-ambitious. A manager needs to define objectives clearly by considering organizational resources and opportunities.
Diagnosis of Relevant Variables
Another important part of the planned change process is to analyze different related factors that may affect in implementation of change.
The future variables are estimated on the basis of forecasting. These variables involve internal and external variables.
Internal variables involve money, materials, machines, and manpower whereas external variables involve competitor’s strategies, government policy, technological change, and social and cultural beliefs.
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The proper study of relevant variables helps to use proper tools and techniques for planned change.
Selection of Appropriate Change Technique
After a study of relevant variables that may affect change another step in the planned change process is to select the appropriate technique.
The evaluation of the technique must be scientific and practical so that the best course of action can be selected. Management selects the best course of action after evaluating all the alternatives available.
For this, management has to consider past experience, present situation, and future contingencies of such decisions. In addition, it needs to forecast the comparative cost and benefit factors.
Planning For Implementation of Change
After selecting the appropriate change technique, it is essential to formulate action plans for each step of planned change. A detailed plan needs to be prepared by focusing on each and every activity of change.
These detailed plans involve the formulation of policies, rules, schedules, and budgets for each unit of work. It is challenging to implement planned change without the formulation of derivative or supportive plans.
After the selection of a specific technique and formulation of supportive plans, it is necessary to implement change in practice. This step brings all the procedures of a plan into action.
To implement the plan, the management needs to provide necessary instruction and guidance to subordinates. It is also necessary to make arrangements for necessary resources and timely supervision and control of the activities of subordinates.
Evaluation and Follow Up
This is the last step in the planned change process. Change is a continuous function and till last the functioning of the organization. The implementation of change needs to be evaluated after some time which helps to know the actual performance achieved.
The manager can take corrective action in proper time only after evaluating the actual performance. And, if the actual performance is in accordance with the plan, the selected technique has to be followed up.
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