Smits and Bowden's (2015) article discusses organizational change challenges and suggests how to lead and manage change effectively. They say organizational change is a complex and challenging process. They note that change itself is constantly evolving and that organizations need to be able to adapt to these changes to remain competitive.
Swvl Holdings Corp Reorganization Change Outline Plan
1. Create a clear vision for change:
Creating a clear vision is the first step in any successful organizational change. This vision must be specific, measurable, achievable, relevant, and time-bound (Fullan, 2002). In the case of Swvl Holdings Corp., the vision for change may be to become the world's leading provider of mass transit solutions.
2. Communicate the vision to others:
Once the vision for change has been established, it is essential to communicate it to others in the organization. This can be done through various channels, such as city council meetings, employee newsletters, and one-on-one conversations (Ready & Mulally, 2017). In the case of Swvl Holdings Corp, it is essential to ensure that everyone in the organization understands the vision and why it is essential.
3. Enlist support for change:
Once the vision for change has been communicated, building support for the change is essential. This can be done by creating a sense of urgency, offering incentives for change, and celebrating successes (Carter, 2008). In the case of Swvl Holdings Corp., it can be helpful to create a sense of urgency by highlighting the challenges facing the mass transit industry and the opportunities Swvl has to address these challenges.
4. Managing resistance to change:
It is important to anticipate that there will be some resistance to change, even downsizing and rightsizing. It's normal. It is vital to manage resistance to change by understanding the sources of resistance, addressing concerns, and offering support to those who struggle with change (Smits & Bowden, 2015). In the case of Swvl Holdings Corp., it can be helpful to create a transition plan that outlines the steps involved in the change and provides support for employees affected by it.
5. Building a culture of change:
One of the best ways to ensure change success is to build a culture of change within the organization. This can be done by creating an environment open to new ideas, encouraging risk-taking, and rewarding innovation (Schramm, 2017). In the case of Swvl Holdings Corp., it might be helpful to create a program that recognizes employees who come up with new ideas or implement new processes.
6. Provide training and development for employees:
It is essential to provide employees with training and development to have the skills and knowledge needed to succeed in the new organization. This training can be formal or informal and should be tailored to the employees' needs (Smits & Bowden, 2015). In the case of Swvl Holdings Corp., it may be helpful to provide training in new technologies, processes, or customer service techniques.
7. Measuring and evaluating the success of the change:
It is essential to measure and evaluate the success of change so that the organization can learn from its experiences and improve. This can be done by tracking employee satisfaction, customer satisfaction, and financial performance metrics. In the case of Swvl Holdings Corp., tracking the number of new customers, the number of rides, and the revenue generated by the new business model can be helpful.
By following these steps, Swvl Holdings Corp. can increase its chances of successfully implementing organizational change.
Conclusion
Organizational change is a complex and challenging process. However, by following the steps outlined in this plan, Swvl Holdings Corp. can increase its chances of successfully implementing the change. By creating a clear vision for change, communicating it to others, mobilizing support for change, managing resistance, building a culture of change, providing employee training and development, and measuring and evaluating change success, Swvl Holdings Corp. can position itself for future success.
References
Carter, E. (2008). Successful change requires more than change management. The Journal for Quality and participation, 31(1), 20.
Fullan, M. (2002). The change. Educational leadership, 59(8), 16-20. https://michaelfullan.ca/wp-content/uploads/2016/06/13396052090.pdf
Ready, D., & Mulally, A. (2017). How to become a game-changing leader. MIT Sloan Management Review, 59(1), 63-71. Retrieved from ProQuest Central
Schramm, P. (2017). Listening to drive culture change. Strategic HR Review, 16(4), 161-165. Retrieved from ProQuest Central
Smits, S. J., & Bowden, D. E. (2015). A perspective on leading and managing organizational change. Economics and Business Review, 1(2), 3-21. (Dated but relevant). Retrieved from ProQuest Central