Organizational Life Cycle

1267 WordsFeb 21, 20056 Pages
Running head: ORGANIZATIONAL LIFE CYCLE Organizational Life Cycle Organizational Life Cycle Organizations go through different life cycles similar to those of people. For example, people go through infancy, child-hood and early-teenage phases, which are characterized by rapid growth over a short period of time. Similarly, Organizations go through start-up, growth, maturity, decline, renewal and death. Employees in these phases often do whatever it takes to stay employed. (Ciavarella, 2001) In the start-up phase of an organizational life cycle, employees are eager to make a name for themselves and often act impulsively, making highly reactive decisions based on whatever is going on around them at the moment. Struggling to…show more content…
The effect, change creates with the staff must be thought out and a plan implemented to avoid the negative effects. Most importantly, communicate all the particulars and details as simply, clearly and extensively as possible, both verbally and in written form. Explain in detail the specifics of the transitions, pointing out what must occur in order to make the change complete. What are the benefits of change? Show how the change will benefit the employees. When employees see the benefits it gives them an incentive to help implement the new change. Obtain input, allow employees affected by the change to offer their input and to express their needs. Show how their ideas have been incorporated. Use employees as a resource. They will have a wealth of ideas, which will help the change go smoothly. Empowered employees are committed employees. Lastly, support form senior management is the key. Management must behave consistently, throughout the many phases of growth. Mixed messages can be fatal to the change effort. Resistance is an inevitable response to any change. People naturally rush to defend the status quo if they feel their security or status is threatened. Change is unnerving to most people even positive change. If mangers do not understand, accept and make an effort to work with resistance, it can undermine even the best intentioned and otherwise well conceived changes. There is no one strategy for dealing with resistance.

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