Challenges Facing Successful Change Programmes in Organizations

This report examines the challenges encountered during organizational development and change management processes. It identifies key obstacles such as inadequate planning, the absence of consensus among stakeholders, communication breakdowns, and employee resistance to change. The report emphasizes the importance of comprehensive planning, ensuring agreement across all levels of the organization, fostering clear and consistent communication, and addressing employee concerns through support and training. It highlights how these factors can significantly impact the success of organizational changes, which can range from staff restructuring and mergers to the adoption of new management systems. The report provides insights into how organizations can anticipate and mitigate these challenges to achieve successful outcomes and ensure a smoother transition during periods of change.

Running head: ORGANIZATIONAL DEVELPMENT
ORGANIZATIONAL DEVELOPMENT
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Table of Contents
Challenges facing successful change programmes....................................................................2
Planning..................................................................................................................................2
Lack of Consensus.................................................................................................................3
Communication......................................................................................................................3
Employee resistance...............................................................................................................3
References..................................................................................................................................5

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Challenges facing successful change programmes
Change affects each and every aspect of an organization at some point time of time.
These changes may occur in terms of staff restricting to merging with another organization or
acquiring another organization. These changes takes place as these changes are necessary for
a successful future of the organization. However, these changes are subject matter of certain
barriers and challenges. Anticipating these constraints helps in avoiding major issues that
may crop up after the implementation of change. These constraints may be avoided by
addressing the following aspects.
Planning
Lack of proper planning might result in huge issue in an organization. Thus step by
step planning is necessary to implement changes in an organization. Without planning change
in an organization may fall and result in major problem than providing benefits.
Understanding of the exact changes and the degree of that change is very important aspect

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that should be considered. For example. If there is a transition to a new content system of
management, then it is necessary to explore whether this new system is compatible with the
old system or not, it is also necessary to know how the transition takes place from the old
information to the new systems and finally it is necessary to look after if there is limited
access during the transition period or not. The necessity of assigning roles to each and every
individuals is also important , these individuals are the ones who are responsible for the
change that are covered. The time frame of the implemented change is also necessary and it is
the chief component of the change. Thus planning is necessary for assessing the difficulties
that may crop up in the regular work environment due to occurrence of change (Gil, A. J.,
Garcia-Alcaraz, J. L., & Mataveli, M,2015).
Lack of Consensus
Consensus between every individuals also important for implementation of change. If
consensus is not obtained then changes may crop up barriers during the process of
implementation of change (Halkos, G. E., & Bousinakis, D, 2012).. The decision about the
implementation of change comes from the top level of organization and all the staff should
faces the consequences of these changes.
Communication
Communication plays an important role during the process of change . If
communication fails among all the employees then rumors and fears crop up in the workplace
and this is particularly very important during the operation of major activities such as
downsizing and merging. Employees always become eager about what is going on, and
whether it will bring positivity or negativity (Ashmarina, S. I., & Kandrashina, E. A, 2014)..
The feeling of uncertainty crop up when management do not communicate well with the
employees and these disrupts work and makes employees feel as they are not part of the

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decision taken. Thus the best way is to keep employees updated about all the activities that
are to be undertaken in a regular basis and this will create progress towards the change
implementation. These employees can be updated through meeting and brainstorming
sessions.
Employee resistance
In some cases when the implementation of change begun to happen employees of that
organization resist that change. This resistance crop up because the employees feel
uncomfortable with the way the business will be conducted. These resistances mainly occur
because they know the expectations and their respective role within the organization and
when these changes occur the familiarity of the employees are disrupted and this leads to a
situation where some of the employees become upset with the change (Androniceanu, A., &
Dragulanescu, I. V,2012). With the change some do not want to relearn their specific roles
and thus do not agree to change the way they do things. Thus in this case supporting
employees and training should be provided to them about their new job responsibilities in
order to ease the transition (Sato, 2013).

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References
Androniceanu, A., & Dragulanescu, I. V. (2012). Sustainability of the organizational changes
in the context of global economic crisis. Amfiteatru economic, 14(32), 365.
Halkos, G. E., & Bousinakis, D. (2012). Importance and influence of organizational changes
on companies and their employees. Journal of Advanced Research in Management, 3(2), 90.
Ashmarina, S. I., & Kandrashina, E. A. (2014). Model of management harmonization during
organizational changes of corporation in the process of diversification.
Sato, S., Washizaki, H., Fukazawa, Y., Inoue, S., Ono, H., Hanai, Y., & Yamamoto, M.
(2013, December). Effects of organizational changes on product metrics and defects.
In Software Engineering Conference (APSEC), 2013 20th Asia-Pacific (Vol. 1, pp. 132-139).
IEEE.
Gil, A. J., Garcia-Alcaraz, J. L., & Mataveli, M. (2015). The training demand in
organizational changes processes in the Spanish wine sector. European Journal of Training
and Development, 39(4), 315-331.