Organizational Change Impact

 Organizational Change Impact

• Identify a change that you implemented or was implemented at an organization with which you are familiar.
• Based on the article you read in the discussion preparation, discuss if the organization survived or thrived during the change and what impact it had on the organization’s corporate culture.
• If the organization is surviving, what course of action would you implement to revitalize the organization to ensure a thriving change in culture?

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Organizational Change Impact

In a previous role at a mid-sized manufacturing company, a significant change was implemented involving the adoption of a new enterprise resource planning (ERP) system designed to streamline operations and improve data accuracy across departments. This change aimed to enhance operational efficiency, reduce costs, and enable better decision-making through real-time data access.

Based on the article “Leading Change: Why Transformation Efforts Fail” by Kotter (1995), successful change requires clear vision, strong leadership, and employee engagement. In this case, the organization initially struggled to thrive during the ERP implementation. The company survived but faced challenges including employee resistance, communication breakdowns, and a dip in productivity during the transition period. The corporate culture, which had been informal and siloed, experienced stress as departments adjusted to new workflows and accountability standards. The change exposed gaps in collaboration and adaptability within the workforce.

To revitalize the organization and ensure thriving cultural change, I would recommend implementing a structured change management strategy focused on enhancing communication and employee involvement. This includes establishing cross-functional teams to promote collaboration, providing comprehensive training to build competency and confidence with the new system, and actively soliciting employee feedback to address concerns promptly. Additionally, leadership should visibly support the change by modeling desired behaviors and recognizing early adopters to foster positive momentum.

Embedding a continuous improvement mindset into the culture, supported by ongoing coaching and transparent communication, would help sustain the change and align the workforce around shared goals. This approach aligns with Kotter’s eight-step process emphasizing urgency, coalition-building, and empowerment as critical factors for transformation success.

Overall, the experience highlights that while change can disrupt organizational culture temporarily, intentional strategies can facilitate transition from survival to thriving by building resilience and engagement among employees.

Reference

Kotter, J. P. (1995). Leading change: Why transformation efforts fail. Harvard Business Review, 73(2), 59–67.