Employees and consultants are key stakeholders in any organization change and their contribution greatly affects the change process. The employees are mainly affected I a change process since the processes involved in the organization change as well. Consultants are the knowledgeable members of the development team who advises the management on how to implement changes. Employees and consultants thus play a vital role in the change process of an organization. Despite the zeal contribution of the employees and consultants in the change process, they can as well negatively impact the change process. This paper highlights the positive and negative contribution of these stakeholders and in an organization change process and how the management can engage them to realize the optimum goal.
Positive Contribution
Employees are beneficial in the change process as they provide useful information used in managing the change. The employees are the stakeholders who are directly involved in the daily activities of an organization. Employees also implement duties as advised by the change agent and consultant.
Change consultant is experienced people who assist with the change plan and implementation (Olson & Eoyang, 2001). The consultants help the management in analyzing the possible risk and participate in risk avoidance, elimination, and reduction management.
Negative Contribution
Some employees are usually conservatives in nature. Conservatives are the kind of people who fear change thus opposing any organization change with great zeal (Reichley, 2010). Employees with this kind of attribute negatively affect the change process.
Consultants can also negatively impact the change process especially when the company management doesn’t provide accurate information for the decision-making process. Without the correct information, the consultant cannot make the right decisions hence affecting the overall change objective.
To reduce the threats imposed by the employees and consultants in the change process, the management can train the employees on the proposed change. the management should also provide the real-time information needed throughout the change process so that the change consultants can make the best decision.
References
Olson, E. E., & Eoyang, G. H. (2001). Facilitating organization change. Lessons from
Reichley, J. A. (2010). Conservatives in an age of change: The Nixon and Ford administrations. Brookings Institution Press
Shah, N., Irani, Z., & Sharif, A. M. (2017). Big data in an HR context: Exploring organizational change readiness, employee attitudes, and behaviors. Journal of Business Research, 70, 366-378.
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