Concord Bookshop - Effective Change Process

Concord Bookshop

Effective Change Process

In order for an organization to become successful or to remain successful changes must be made. Many times there are specific reasons that drive these changes, for example: the mandate from the government for electronic health care records forces everyone including physicians to use computer when caring for a patient. In this paper, the phases in organizational change process will be discusses. This paper will also review some phases in the organizational change process that the owners of a business, omitted or did not completed in the example in the reading "Concord bookshop".

"A dynamic competitive environment prompts organizational leaders to alter or transform their strategies. That process of strategic renewal place new expectations on employees at all levels" (Spector, 2010,ch 2 p.1). Knowing that, not all employees embrace changes. In fact some employees will resist changes whereas others may even resign from their positions because of the implementation of change within the workplace. To avoid a high volume of resistance to changes within an organization, the leaders need to develop and use an organizational change process. According to Spector (2010), the processes of effective change implementation are as followed: shared diagnosis, moving to redesign, help, people alignment, and reinforcing new behaviors through structure, system, and technology. Mutual engagement accompanies each stage of the process to ensure adoption.

In the Tales of Woe in the Concord Bookshop, the three owners of the bookshop implemented changes to their organization without utilizing an effective change process. To the owners' surprise, they were met with aggressive resistance. The owners of the bookshop recognized that the trigger event for the need for change was to regain financial profit. However, they did not involve the rest of the staff when this issue aroused. They did not complete the shared diagnosis stage. Although none of the employers' role was changed or deleted, they felt as if they were inadvertently demoted. The owners failed to utilized the move and redesign stage of the effective change process. It is very likely that had the owners redesigned the roles and responsibilities, asked the employees for help and involved them of changes being implemented everyone would have accepted the changes more easily.

In conclusion, changes within an organization are bound to happen at some time. In order for an employer to arrive at the best positive outcome with changes, he or she needs to follow the steps of effective organizational implementation of change. "Effective change implementation requires new skills and competencies of the part of the organizations' employees (Spector, 2010). If the employer follows these steps the employees in the organization are less likely to