How to Diagnose Change in the Workplace
Diagnosing change in the workplace is one of the steps taken before any actual change is implemented. Diagnosis involves understanding the functioning of an organization in order generate information that is essential in implementing change. This process is primarily concerned with seeking the root causes of problems in the workplace and the effects these causes have on the overall operation of the organization. Some root causes include external and internal factors, structures and culture, and human resource systems.
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Instructions
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Identify external factors that may lead to the need for change. Take into consideration the political, economic, social, technological, legal and environmental factors affecting operations in the workplace -- for example, new environmental regulations or market forces such as competition and a declining market base.
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List internal factors such as objectives, visions, mission statements, and organizational capacity -- for example, the capacity to effectively implement new environmental regulations. Recommend change if the organization lacks the capacity to accomplish tasks and to meet its goals and mission.
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Study how structures affect people's behavior by focusing on structures such as the hierarchies between managers and employees, incentives pay structures, social structures such as interpersonal relations and physical structures such as the working arrangement in an office. Note that changes in structures will result in changes in people's behaviors in the workplace.
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Carry out a cultural analysis by identifying the values, norms, assumptions and attitudes of the employees and managers in the workplace. Observe how employees and managers work to meet business goals through teamwork, autonomy, hard work, integrity and competition. Recognize that culture affects how people perceive change, and that negative culture may affect the workplace adversely and thus affect the need for change.
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Assess the human resource systems in place by identifying how the organization recruits employees, trains and develops them, carries out performance appraisals and rewards employees. Note that ineffective human resource systems need to be changed for the organization to have an effective and more skilled workforce.
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Undertake a change complexity analysis to identify how difficult implementation of change will be. Do this by first taking into consideration the complexity of tasks, asking such questions as: how many tasks need to be accomplished, how much time and what financial resources are required, and what is the ultimate definition of quality in task completion? Assess the complexity posed by people in areas such as their cultural diversity, their skill levels, and the actual number of people involved in the workplace.
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Tips & Warnings
Root causes of problems in the workplace are very complex as they cut across hierarchies and structures. Take into consideration the interconnectedness of factors in the workplace in order to get an accurate diagnosis.
Exercise patience and inclusion when planning for change in the workplace.
