M. Piyumi Wasana Dananjani Perera

Organizational change is the movement of an organization from one situation to another. Organizational change may involve changing a company’s structure, strategy, policies, procedures, technology, or culture. The change may be planned years in advance or may be forced upon an organization because of a shift in the environment. The reluctance to adapt to change when it is happening or when it is introduced is called resistance to change (Sharma, 2019). Change resistance can happen with individuals, relationships, or within organizations (Spring, 2021). If these different types of change resistance are further explained. Individual resistance – This occurs when employees resist change based on their unique perceptions, personalities, and needs (Sharma, 2019). Job security, habit, and economic factors have a massive influence on individual resistance. The author of this article plays a managerial role in an organization which is in the BPO sector. In the recent past, there was a ch...

  Employee engagement is a concept that describes the level of enthusiasm and dedication a worker feels toward their job (Smith, 2022) . Engaged employees care about their work and about the performance of the company and feel that their efforts make a difference. Employee engagement can be critical to a company's success, given its clear links to job satisfaction and employee morale. Communication is a critical part of creating and maintaining employee engagement. Engaged employees are more likely to be productive and higher performing (Smith and Rathburn, 2020) . They also often display a greater commitment to a company's values and goals. This article will be focused on how employee voice and organizational justice affect employee engagement in organizational change.   Employee Voice   Employee voice is how people communicate their views to their employer and influence matters that affect them at work. (Maxwell, 2021) It helps to build open and trusting relat...

In today’s dynamic world, change is not just a fact of life, but essential for survival. A major challenge is reducing the potential for friction and resistance to change by ensuring all employees understand why change is important to the company’s future (Walkme, 2020). Ignoring the need for change can be far more threatening than the change itself. Due to covid 19, new organizational developments and priorities happen so quickly. With organizational change strategies, companies can avoid stagnation while minimizing disruption. The author of this article works in an emerging company in the BPO sector. Therefore, in this article, the frequent styles that the author has witnessed will be discussed. Changes in any organization can happen at the following levels. 1.      Strategic change (proactive) 2.      Service change (proactive/reactive) 3.      Operational change Planned (Proactive) change The changes induced by ...

The pace of global, economic, and technological development makes change an inevitable feature of organizational life (Cummings & Worley, 2008). Organizational development is directed at bringing about planned change to increase an organization's effectiveness and capability to change itself. Reasons for planned change 1.      To solve problems - If an organization suffers from a lack of human resources that is a problem that the company faces at that time. Therefore, the organization might think about a department re-structure as a solution to that problem. 2.      To learn from experience - After analyzing a couple of years of performance a company might find that a certain process is not feasible anymore, therefore requires change. 3.      To adapt to external environment changes – Many companies in the world, shifted to a working-from-home model because of the pandemic occurred of Covid 19 virus. Theories of planne...

  Karen Mccullough who is an award-winning keynote speaker explained in one of her speeches that change leads to many positive aspects that lead to retaining a competitive edge and remaining relevant in the respective business area (Mccullough, 2016). However, employees may take change as a challenge due to different circumstances. It’s natural to think that change in the workplace is a bad thing. Change can be daunting and scary because it removes employees from their comfort zones. Research shows that only 39% of employees feel capable of responding to changing business and customer needs (Bagga, 2018). Many employees work on tasks and projects that are not aligned with functional or business objectives. Also, 43% of employees are confident that their work is aligned with customer needs (Bagga, 2018). Furthermore, 19% of chief HR officers say that their employees can change direction when needed (Bagga, 2018). What this means is that companies are losing thousands of hours of p...

Change is the result of a structured and planned process to make an organization more efficient and profitable (Thompson, 2018). It is highly important that companies move with the times and adjust operations in response to increased competition, technological advances, stakeholder expectations and other pressures. Business change is the act of moving from where the company is now to where the company wants to be (Thompson, 2018). The change in an organization could be relatively small, such as improving the organization’s leave procedures, to massively transformative, such as introducing a new department. The most common causes for organizational changes are as follows. New leadership at the helm of the company or within its departments This is a cause that the author has experienced. I work in the BPO industry where there was a change in the management due to the previous CEO’s resignation. Once the new CEO arrived, the first thing that the management did was to change the stru...