The capacity to change represents the potential of the organization to implement the change into working ambient. By quantifying this potential an organization is getting into position to lead, and not jump into the change.
While the organizational change phenomenon has become a primary demand for management today, the existing approaches still do not offer an effective solution. The large rate of unsuccessful change projects reveals that the methodologies may have a wrong approach. Glancing through the methodologies shows that they are mostly focused on the process and execution of the change, not paying enough attention that the change is initiated, carried out and accepted by humans.
Therefore, the change approach must embrace the human element, through their cognitive and behavioural perspective, without neglecting an individual, group and a collective perception.
When considering the change, the humans’ perception must be taken in consideration. They all bear their own reasonings, comprehensions, understandings, moods and individual interests in change.
In that sense, any change should start with evaluation of the organizational capacity to change, a performed scientific research which would reveal the plasticity of the organization. This way, the results of the research should help in making the right decisions and determination of necessary measures.
The capacity to change represents the quantification of the organizational plasticity. It is the value of the ability to adapt to change and is measured through the standard research methodologies and methods. It is the variable that relies on three fundamental factors of the capacity, which are:
- Openness to change, an individual predisposition to change through the emotional, cognitive and behavioural insight.
- Willingness to change, an individual inclination or response to change through proponent, opponent and observer perspective.
- Readiness to change, an individual capability to support the change through ability, capability and determination.
Each of the factors gives an insight into a specific individual disposition to change, that consequently forms a collective organizational culture to change. Through the measurement of organizational capacity to change the organization will get a clearer understanding of the organization ability to change, and the results will offer directions in which the change should proceed.
DIFFERENCES TO EXISTING PRACTICE
Through time, most of the known change practices were guided by typical practitioner change methodologies. Lately, some modern approaches suggest a more individual approach, which falls to the field of psychology and sociology. But even the new views do not define methods for quantifying the organizational ability to change.
Any type or size of organization or part of the organization may initiate the research project which will evaluate the capacity to change. The final result will give the value of the organizational plasticity and offer directions for successful implementation of the change.