today’s organizational paradigm: continuous change
June 15, 2016
Markets, competitions, customer needs, technology are changing and changing at a rapid pace. We must continually adapted to those changes. Organizations not able to adapt fall by the wayside, such as Polaroid, Pan Am, Blockbuster Video, and Yahoo! to a large extent.
Organizations attempt to develop culture that accepts changes readily, in hope of being able to rapidly adapt to the continuously changing business and competitive environment. They are looking for continuous improvement of their products and services, and continuous innovation to keep pace with technology advances and competitions.
But, change is chaotic and unsettling. We, by nature, don’t like change, we like status quo. An organization that undergoes continuous change might also have members who are constantly stressed. Building an organizational culture that accept continuous change is lengthy and expensive. Other disadvantages may include:
- Change might not equal improvement – just because you’re changing does not automatically mean you are improving (your product, service, knowledge, etc.)
- Change might not solve the problem – are the changes targeted at the root cause of the problem? Have we adequately investigated the root cause?
- We also run the risk of changing a part of the business that’s actually working well.
The line dividing the advantages and disadvantages of continuous change could be a thin one.