An organizational change is an inevitable course of action in any productive and
hypercompetitive business enterprise. The regulatory reform can be determined by fathoming
what will be needed or what needs the customers will demand in the future, like two, four or ten
years to come. To determine the organizational change, the management should look at the
environment, and the trend of transformation within the context can help in predicting what the
market demand shortly. Therefore, anticipating change will help the organization determine the
required change that will solve the customer's needs and increase their satisfaction.
For leaders to prepare for employee resistance to change, they ought to take sufficient
time to build the context, explain the essence of change and what the change is, and ensure
proper communication and flow of information. Show the employees how they would benefit
from the change.
What people worry about is not the change but being the victims of change. This concept
is what causes problems/conflicts in the workplaces. Therefore, if leaders/managers can confirm
to their employees that the anticipated change is not meant to victimize them, they will
eventually embrace it. The managers ought, to be honest with the employees on the nature of the
organization's post change.