MULTILEVEL READINESS TO ORGANIZATIONAL CHANGE

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MULTILEVEL READINESS TO ORGANIZATIONAL CHANGE
I ntroduction
Change, has been placed as a relevant factor in Organizational Development. Some challenges including technology, general instability, competition and communication has affected the manner in which Organizations develop. These challenges emergently erupted during the growth of global economy. To be positively effective, the organization should understand the attitudes of the employees, beliefs and their behavior's concerning the emerging programs.
Change concerns the shifting from a stage to advanced one or breaking down the structures already existing to form new ones. Change needs great attention to make control of the situation due to the effects on employees. It is of importance to learn the perception of the employees in relation to the changes before the process begins. Specific individuals and the characteristics in where they operate may result in the development of positive behaviors efficient change. These factors are linked with environmental, organizational, personal and cultural services. Employees in the developing countries should develop their behaviors and attitudes by fulfilling the basic needs (the psychological and financial).
There are other different factors influencing employees like the socio-demographic features, the life experience of individual and also the knowledge and skills. These factors help create employees different thoughts, beliefs and feelings towards Organizational change. The active role of the employee may display certain behaviors and attitudes for that organization. These roles develop as a result of employee's commitment and career. Career commitment exerts more efforts. This pushes the progress and helps the employee acquire more skills to work. The workers also develop the satisfaction on the basic needs achieved from the organization.
The organizations employees support the change basing on the accomplishment of basic needs in the growing countries. These basic needs have been discovered in the li terature of commitment factors. Change helps the practitioners and management to design, assess and evaluate the new or former change programs.