The Power, Resistance and Countermeasures of Organizational Change

The Power, Resistance and Countermeasures of Organizational Change

Company A is a manufacturing enterprise. Its business has developed rapidly in recent years, and its organizational structure has been continuously optimized with the company's strategic layout and business development. Basically, there will be major adjustments every year. In 2018, in order to develop a multi-category strategy, two holding companies were established to focus on the research, production and sales of two major categories of products, independent operation and independent development; in 2019, in order to adapt to the fierce market competition and strengthen the development of market terminals, three marketing companies were established. , respectively responsible for sales in different channel markets; in 2020, in order to solve the problem of each production factory fighting on its own and low efficiency, the production system will be reformed, and the original scattered factory workshops will be integrated into a unified management production operation center, and the production efficiency will be greatly improved. .

Judging from the organizational changes of Company A in recent years, at every critical moment, there will always be one or more demands that drive the organization to change, and this demand is the driving force for organizational change; and in the process of change implementation, there will also be some These resistances have an impact on the change and restrict the implementation of the change to a certain extent.

1. Common motivations for organizational change

2. Promotion of strategy implementation

The implementation of the company's strategic plan requires appropriate organizational support. When the company develops to a certain strategic stage, or when the strategy changes, the organization needs to be transformed accordingly to ensure the smooth implementation of the strategic plan. For example, a company has transformed from a "product supplier" to a "total solution provider", and established a customer response department composed of R&D, technical and marketing personnel to ensure the company's business strategic transformation.

2. Promotion of business development

When the company's business changes, whether it is shrinking, cutting, or transforming or developing rapidly, it needs an adapted organization to meet the needs of business development. For example, in order to develop diversified businesses, the organizational structure of a company has changed from the original linear functional system to the divisional system.

3. The promotion of the external environment

Driven by factors including economic environment, political environment, cultural environment, social environment and industry environment, such as industry policy, environmental protection policy, competitive environment, changes in resources, etc., organizational changes are required to adapt to changes in the external environment.

4. Driven by internal factors of the company

When the problems, drawbacks or restrictive factors in the company's operation and management develop to a certain extent, or encounter major crises, they must be resolved, and may also become the driving force for organizational change. For example, when JAL suffered huge losses and faced bankruptcy, Kazuo Inamori was invited to come out, introduce the amoeba business model, divide the accounting unit into smaller units, stimulate the vitality of the organization, and quickly get JAL out of the predicament.

5. The determination of the boss or decision maker to change the organization

Although some enterprises are operating normally, the boss or decision makers are not satisfied. They hope to further improve the management level and company performance, which will also promote the organization to change.

6. The voice of cadres and employees for organizational change

For some reason, the majority of cadres and employees in the company strongly demand organizational change, which will also become the driving force for organizational change.

7. Requirements of higher authorities

It is common in state-owned enterprises. For example, state-owned enterprises implement the "three system reforms". Based on the requirements and deployment of the higher authorities, they often cooperate with organizational reforms.

From the analysis of the previous organizational changes of Company A, first of all, the boss's determination to change has played a strong role in promoting, and the rapid business development, changes in the external market competition environment faced by the company, changes in customer needs, and low internal efficiency of the company have also been strongly promoted. A company's organizational change.

The resistance and countermeasures of organizational change

Organizational change is not only driven by various forces, but also often accompanied by many resistances. Common resistances are:

1. The company's strategy is unclear or lacks strategic planning, which will hinder the smooth progress of organizational change or lead to unreasonable organizational change. The organizational structure of a group company was adjusted three times in a year. The main reason was the rapid expansion of the group, but the development strategy was not clear. It always adjusted the organizational structure passively and frequently with business development. Soon after each adjustment, it was found that it did not meet the needs of the business. .

Countermeasures: Organize strategic seminars or conduct strategic clarification to clarify the company's strategic planning and provide direction and basis for organizational change.

2. Insufficient enterprise resources or immature conditions will make it difficult to implement changes.

Countermeasures: When the organization changes, it is necessary to fully consider the various resources required and the environment it faces, and strive for the resources and conditions required for the change. When the resources are insufficient or the conditions are immature, the change is temporarily suspended or limited.

3. The personnel who implement the change are not professional enough and lack the ability to organize the change, which will make the change unable to be implemented or lead to the failure of the change.

Countermeasures: Consider introducing professional talents in organizational management to implement changes, or ask consulting agencies to help in organizational changes.

4. Some personnel, especially senior executives, do not support or even oppose it.

Countermeasures: Fully communicate, mobilize and persuade those who hold opposing views to reach a consensus on the idea of ​​change and gain their support.

5. Opposition or disapproval of the higher authorities.

Countermeasures: Report the reasons and needs of organizational change to the higher-level unit, explain the adverse effects and consequences of not changing, and obtain the support of the higher-level unit.

6. Bad cultural atmosphere. For example, a conservative culture that ridicules and even strikes at the innovators of change is also a resistance to organizational change.

Countermeasures: On the basis of obtaining the support of decision makers, fully publicize and implement the change and train the concept, and if necessary, use a third-party force to promote it, so that the cadres and workers can fully understand the necessity and benefits of the change.

The Power, Resistance and Countermeasures of Organizational Change

Company A also has great resistance in the process of organizational change, such as disagreement among senior executives, unclear future strategic planning of the company, and insufficient resources, conditions, and ability to change, all of which affect the process of change to a greater or lesser extent. In the end, under the strong promotion of the boss and the professional guidance of Heyi Consulting, a good transformation effect was achieved.

In a word, organizational change involves the survival and development of the company, and is closely related to each employee. It is driven by various motivations and will face various resistances. We must be practitioners of change and face difficulties.