Planned change has got many benefits. By considering the pros and cons, the change process is initiated. That is why; there is a high possibility of importance. These points of importance of planned change are discussed below in detail:
Importance of planned change
1. Increased productivity: Planned change helps increase productivity and serviceability. On the other hand, change without a plan might not help that much to increase productivity.
2. Enhancement of quality: Enhancement of quality deserves a planned change in an organization. The quality of the goods is the condition of the success of the organization.
3. Facing completion: If the change process starts in a planned way that can help face competition successfully. Otherwise, it may be difficult.
4. Technological change: Planned change can also help in technological change, which type of technology is to be installed, that decision is supposed to take through a proper plan.
3. Customer satisfaction: Customer satisfaction is one of the prime objectives of the organizations. That satisfaction can also be increased and retained in a planned way.
4. Expansion of market: Every organization wants to expand its business. This expansion program should be taken with an effective plan.
5. Satisfaction of owners: Owner’s and manager’s satisfaction is one of the prime implied objectives of establishing an organization. This objective may be achieved if it is tried in a planned way.
6. Complying with laws: Some changes take place in compliance with law provisions. In honor of law provisions, change is initiated.
7. Development of manpower: Manpower training and development is a continuous process. If this process is undertaken in a planned way that can help the organization to gain long term benefits.
Responses to Change
There are a few responses to change. These responses are known as unified social responses. Response takes place at three stages. These stages are a) stimulus b) probable individual response (attitude) and c) actual response.
In the following figure unified social responses to change are shown. From the above figure, it is seen that stimulus acted as sources for probable individual responses.
Six types of responses have been shown. Among these five responses are negative and only one response is positive (harder work). And the actual response is collective (social) demands.
There may be some different opinions on the model. There could be all positive individual responses i.e., high involvement, good relations, more satisfaction, cooperation, and commitment. These responses are not unusual. In many organizations, we see these positive responses in Bangladesh.
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