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No, it has to show clear deatils about the benefit of this changes. Also human being sometime to to adapt change from routine work
The definition of easy adaptat of rapid changes wil come right after well preparing and train employees how to be flexible, innovative and to rise awareness among colleagues.
the Organization have to give an good breif and understanding of the organizatoin work scope if they have stable or rapid changes, so the employees have to know what they are applying to.
so the answer is yes if the staff is well chosen and trained, and no if not.
rapid changes can be followed heavily by reasoning and elbowing out the weeak links and working on core of the outcome, weak links can be managed and wordedaround hand in hand with current flow.
Generally it is not so easy to adapt rapid changes in the organization. Any change has to be reviewed thoroughly considering all the pros and cons around it. A proper change management process has to be followed i.e. receive the change request, reviewing the same, finding the alternative workaround, submitting the change to change control board for approval/examination and then implementation.
Not possible. changes are very good for an organization. But continue changers will damage the entire success of it. long time success, process and sacrifices wont be able to make it happen
My answer is nutral it is easy and difficult.
Difficult is because we need to understand the changes and it will take sometime for us to come out of a comfort zone which we have created in the company
Easy is because if we have a earge to grow in our career and if we know that this company can help us to grow well then we will automatically step out our comfort zone and try to adapt the changes in the organisation.
No it is difficult , but it is depend on the organization leader , team
Not easy, but,, it can be done by following processes assesment and alocate spacific change model and steps.
Whether its a big organisation or small organisation, the answer is NO. Its certainly not easy for may reasons.
The fundamental problem with bringing about organisational change is that people want things to stay exactly as they were. As leaders, it is essential to recognise that many within the organisation have an aversion to change. Helping them to confront the inevitable with confidence and enthusiasm is a critical part of a 21st century leader's job. There are four levels of change, from easiest to hardest: knowledge, attitude, individual change and group change. Knowledge is fairly easy to change but attitudes are more difficult. People can easily understand what one might want to do and even agree with the reasons, yet, they resist change. A good example is changing a habit to take a very long time to make a decision. The next most difficult level to change is individual behaviour. As more people are included in the group, relationships multiply and become more complicated. This is what makes organisational change the toughest kind of change. Larger the organisation, the more difficult it is to bring about a monumental change. If there are too many moving parts within the organisational structure, bringing about change and achieving super fast response time becomes difficult and eventually the business or nation ceases to be a market leader and the chaotic organisation may eventually fail to exist as a viable entity. The key question for leadership is as follows: How to reduce too many moving parts within the organisation so that the critical response time remains super fast?
Phases of Change:a. Denial: When things change, especially unexpectedly, our first and very normal reaction is to deny it; denial is a coping mechanism. We approach change with the attitude that if we ignore change and wait long enough it will go away and things will get back to normal.b. Bargaining and Negotiation: Even when we perceive that the situation -- the change -- will not go away, we still firmly believe that things worked better before the change. So we try to bargain for reinstating the old system. We campaign for a return to the "good old days".c. Frustration: Eventually, no matter what we do, reality steps in and we realise that change is here to stay. Faced with this inescapable fact, and that we can do nothing about it, we get frustrated. Frustration comes in many forms and can be directed at those responsible for the change, at those closest to us, and even at ourselves. There is no rational logic to our frustration. We can be frustrated with our environment for making us do something we did not want to do!
too much difficult to adapt it may cause collapse in organization
