Benefit of Decentralised Organisational Culture:

Decentralised organisational culture provides more benefits to the employees and makes their presence felt in the organisation. It makes the employees goal more aligned with the organisational goal. Let’s look at some of the benefits,

Decision Making: Decentralised organisation structure have several individual contributors to make business decisions, Decentralised organisation depends on team environment to make important decisions.

Open to new ideas: Employees can bring in new ideas of change which can be discussed and implemented for organisational development.

Flexibility: Decentralisation brings in more flexibility to the employees and gives more power to the employees to make their point/ideas heard to the management.

Why Employees resist to organisational change: 

Change is everywhere you turn in organisations these days. Understanding why employees resist change will help organisations and change makers to effectively manage change successfully.

“About twenty percent of the people are against any change.” – Robert F. Kennedy

Loss of Job: This one of the major reason for the resistance in change. Due to the factors such as technical advancement, cost reduction, faster turnaround times all the employees will resist the changes that result in their roles being eliminated or reduced.

Loss of Support System: Employees already in their comfort zones, working with the managers they get along with, and who are operating within predictable routines know their support system will back them up during challenging times. Changing the organisational structures may shake their confidence in their support system.

Office Politics: Every organisation has its own share of in-house politics. So, some employees resist change as a political strategy to “show or prove” that the change decision is wrong.

Loss of Control: Being asked to change the way they operate may make employees feel powerless and confused. People are more likely to understand and implement changes when they feel they have some form of control. 

How to implement necessary changes within the organisation:

The organisation must make an effort to clearly define the changes and how it will benefit the employees. Some methods they could follow,

Clearly define the change and align it to business goals:
Clarity in the change must be provided by the organisation and they must also make the employee know how the change is beneficial for organisation as well as the employees.

Develop a communication strategy: Provide a clear communication 

Provide effective training: Clear effective training reduced the doubts of the employees

The benefits of a more decentralized organizational culture are the empowerment of the employees because they will have more autonomy therefore the burdens are lifted for the top management. It also prepare for emergency in case if an employee is ill because are prepared to work autonomously. The main benefit is the effectiveness of the decision making, indeed the manager doesn’t nee to wait to make a decision. 

 § Why do you think some employees are resistant to organizational change?

Employees won’t be in their comfort zone. They need to change their habits, they are insecure and they are scared of the unknown that’s why some employees are resistant. 

 § How would you set about implementing the necessary changes within the organization?

A good communication by a positive and motivational speech is the key to reassure the employees because they will feel less scared and more secure. But also a good support to make it easier for the employees to accept the changes. 

 

Before implementing a change in the organisation, it is very important to inform employees about what organisation is intending to do.