The management of an organizational transformation can be dangerous. Organizations that undergo transformation often face obstacles due to owners’ desire to profit from the changes and some stakeholders wanting to keep the status quo. This example shows that stakeholders are responsible for managing change-related processes. These entities can be considered change agents. Each agent can play a key role in the implementation of any proposed changes. It isn’t just about the transformation; it also involves the staging. Monnot (2017) states that each organization transformation project has its milestones. While addressing the role of change agents is important, it’s also vital that you consider which phase the assistance provided by the organization. One of the stages of organizational transformation is the introduction. This is the start of an organizational transformation process. This is the time when change agents are crucial.
At the start, change agents are responsible for the creation of the concept. You cannot manage change in an arbitrarily. You must consider the impact of any proposed modifications on the business’ operations. Throughout the process of ideation, change agents must explore. It is important to examine information sources that support the concept. Shah et. al. Shah et al. (2017) state that organizational transformation should be supported with research and case studies. It reduces the likelihood that an organization will implement an insignificant change program. Research on the concept determines how significant a program of change is. Senior management and change agents are responsible for investigating whether a concept of organizational transformation is based on prior research.
Implementation is an additional phase to the process of introduction. This stage is crucial for organizational transformation. The implementation phase is where the success or failure of an activity can be decided. Change agents are crucial. The implementation phase is often plagued by opposition and sabotage. Organizational change can be problematic because it could create new traditions, as we have already stated. According to Foster and Suddaby (2017), most people prefer to follow a trend they’ve been involved in the past. New procedures will likely face resistance. Corporate employers can make organizational change more difficult by preventing employees from embracing the changes. The role of change agents is to manage employees’ emotions through encouragement. Motivational variables can be very helpful in encouraging a positive attitude towards the change. You should encourage employees to accept this adjustment.