Change is Success

Change is Success

          Charles F. Kettering stated that  “The world hates change,  yet it is the only thing that has brought progress”.

Change is the law of nature. It is inevitable whether we like it or not, it is there. It is necessary way of life. Even man is taking so many changes in his life from womb to tomb(like baby, youth, middle age, old age). Even womb in the mother must change to become a baby within the stipulated time. Change is inevitable for organizations to be healthy and productive any good personality has evolved techniques to achieve success through change. Many changes come in man whether man likes them or not but he has adopted them. Everybody should be prepared to face the changes that are occurring the each and every aspect of life like society, political, caste, religion, education, economics, agriculture, science and technology, etc.

            In real life of everybody change must be realistic, achievable, and measurable. Change cannot be achieved without the active participation of the people. Spell the word with the success without change there is no innovation creativity for improvement. Those who initiative change will have a better opportunity to manage the change that is inevitable. Change is the world which contains the joy of creation the pain of letting go, the pressure of discovery, the fear of unknown in this present turbulent environment the key to competitiveness is about the ability to change.

            Change is catalyst that some one or some thing that support change is the organization research suggest that people to which the organization was changing were at the heart of change. Change is the only factor that has permanence and permeates or parameters. Generally speaking, changing refers to  a state of difference from the previous history shows how world change overtime. Once upon a time there is no sunset for the British  empire, Russia an acknowledge super power but, today they are pale shadow of  their former selves. After 2^nd  world war, Japan   has emerged has one of the most efficient and competitive business place on the global front and offering lessons to Americans in the area of electrical and electronics. India is now emerging has one of the super powers in near future.

            In India, people are changing their mind set to meet the need of the global requirements. The first major change globalization has introduced is competition from the local to regional level, from regional level to national level, and onto a global scale it is necessary that organizations continuously scan the external as well as internal environment to identify changes that are taking place.   

“There is nothing permanent except ‘change’ ”,  said  Heraclites. Change is the most  interactive phenomenon and it is human face must be delicately attended to. If this is done with imagination and skill, it can pave the way for contributing to the health and growth of an organization and its people.          

            What was, is no longer

            What is, what will be

            It is an asset of the personality development comes only through change without change there is no  development. In the words of “Stephen R Covey”  “If you decide to open you gate of change to really understand and live the principles, your growth will be evolutionary, but   net effect  will be revolutionary”. Much of the preparations for change requires your going on an intensive self introspection and self discipline. You must tune yourself for a change. Change is a highly interactive phenomenon and its human face must be diligently attended too. If this is done with imagination and skill. It can pave the way for contributing to the healthy growth of its people and organization. The secret of success  starts from scratch and keep on scratching that all big achievements are the result of dedication, with determination and attitude change. Change occurs in human values, attitudes, relationships, social systems, organizational climate, culture etc. hence all are aware of concerned with changes.

HRD can be extremely useful to managers in reaching organizational goals. For most organizations, given technology and materials, there are constant changes in the way of work get done.  HRD means those learning experiences which are organized, for a specified time, and designed to bring about the possibility of behavioural change. Learning is the acquisition of skills, knowledge, and abilities that results in a relatively permanent change in behaviour, it occurs as a result of practice or experience, training. John P Kotter’s had lays down  about change in his eight steps to successful change.

ü  Increase urgency-inspire people to move, make objective real and relevant.

ü  Build the guiding team-get the right people in place with the right emotional commitment, and the right mix of skills and levels.

ü  Get the vision right-get the team to establish a simple vision and strategy focus on emotional and creative aspects necessary to drive service and efficiency.

ü  Communicate for buy-in-involve as many people as possible, communicate the essentials, simply, and to appeal and respond to people’s needs. De-clutter communications-make technology work for you rather than against.

ü  Empower action-Remove obstacles, enable constructive feedback and lots of support from leaders-reward and recognize progress and achievements.

ü  Create short-term wins-set aims that are easy to achieve-in bite-size chunks manageable number of initiatives. Finish current stages before starting new ones.

ü  Don’t let up-Foster and encourage determination and persistence-ongoing change-highlight achieved and future milestones.

ü  Make change stick-Reinforce the value of successful change via recruitment, promotion, and new change leaders. Weave change into culture.

In practice, changes, have no clear cut beginning or an end. Some changes take place so imperceptibly, that they are not even noticed.  Change is the only thing, that will never change. So better adopt it. If one desires to change one must be facilitate change before that change take place. Change is universal, change is permanent, be ever willing to change, for change alone can lead you to success and happiness. 

Principles for Change:

ü  Be alert for the first signs of change

ü   Anticipate change even when things are going right.

ü  keeping renewing your self

ü  Realize  that fear of the unknown is natural

ü  Play to win

ü  Don’t try to change your core values

ü  Respect your self the world will reward you on your success

ü  Always look at the opportunities that change represents

ü  Never try to allow routines to bring change

ü  Everybody must remember that succeeding in the changing word is beyond just surviving.

“ If you don’t stand for some thing we may fall for any thing”. Change descends on every one equally it is just some realize it faster, some changes are sudden and some are gradual.    Sudden changes get attention because they are dramatic. For example Frog in a boiling water if the temperature of the water is suddenly increased the frog realize it and jumps out of the water.  But if the temperature is slowly increased one degree at a time the frog doest not realize it till it boils to death.  

            One should develop his own early warning system, which warns of changes and calls his attention to it. In the case of change bring fore warned is being fore earned. People wait for something to go wrong before they think of change. The biggest enemy future success is past success. When you succeed you must do some thing right for it to happen. Managing change has a lot to go with our own attitude towards it. For every problem the change represents there is an opportunity lurking in disguise some where it is upto you to sport it before some one else does.     

Organizational Changes: 

Organizations are changing not for the sake of change but to fight the intense global competition and fast-changing business environment. Change is inevitable for every organization to be healthy and productive. The change initiatives undertaken by the organizations are planned. The planned changes are implemented by the managers often with the help of an organization development consultant preferably from outside the organization. These changes are systematically initiated to increase organizational effectiveness. Changes relating to organization include change in employees due to transfers, promotion, retrenchment, lay-off, restructuring or organization, introduction of new production or services, imposition of regulation, changes in organizational goals or objectives etc.   

“There is nothing more difficult of success; not more dangerous to handle, than to initiate a new order of things”. Truth of this statement is forcibly brought home to the manager who tries to initiate change in his organization. Business organizations are subject to environmental changes and they have to adjust constantly to such changes. 

Changes are mainly of two types- external and internal changes. The external changes relate to changes, in political situation, changes in national and international economy, social changes, rapid technological advances, increased competition, advances in education and changes in attitudes. The business organizations are subject to some internal changes also. These include the size and structure of the organization, production of the companies, policy and strategy of the organization, technology, human resource policies, human resource behaviour and attitudes, human resource training and recruitment automation, wage payment and so on. Changes take place not only in the external environment but also in the internal environment of the organization. The management should make every effort to let the human resource know about the organization change. The management should try to give out as much information about the changes as possible and as early as possible. 

Changes in Career:

            The nature of jobs is constantly changing due to changes in the environment, organizational goals, priorities, strategies, customer expectation, technology, new opportunities, new challenges and new knowledge-base. Such a change in the nature of jobs requires continuous development of employees competencies to perform the job well. Thus, competency development is needed on a continuing basis for effective job performance through changing job environments. Career development of an individual is due to his day-to-day experience on the job. According to HRM Professionals analysis the career change or Jobs  are changed from one organization to another organization when career is development and acquired more knowledge and experience in various job patterns  then the changing environment  is success.    

Human Resource Development (HRD) is a system of introducing changes in the work culture and work environment. Organizations become dynamic and growth oriented if their human resources  are dynamic and pro-active. Every organization can do a lot of make their human resources become dynamic and pro-active through selection of such human resources and nurturing their dynamism and other competencies. Organizations cannot survive beyond a point unless they are continuously alert to the changing environment and continuously prepare their human resource  to meet the challenges and have an impact  on the environment. Some are using HRD tools to bring attitudinal changes in bureaucratic cultures.

One of the important impediments to change is the resistance of the human resource to change. It is human nature to resist any new change in the existing ways of doing things. This resistance arises because, they are familiar with the existing modes of work and are highly used to it. They fear change because they are afraid of the uncertainties that may be brought about because of introducing changes. The human resource of the company in particular oppose change because they feel they are most vulnerable to changes. The human resource of the company should be informed about the impending planned changes very early before the changes are introduced.   

Change is occurred in various fields and work culture. Today,  industry has been thrown open to competition. There is great pressure now on keeping human resource motivation high and talent retention. The foreign companies are entering into collaborations and multinationals are  entering with globalization and they are increasing the competitive spirit. It makes the need to acquire and retain quality human resource. The organizations, have been fearing under pressure to hold onto good human resource in order to be able to compete effectively, provide better service to customers and diversify. We find change is the common factor acting which leads to success.  

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