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Institutional Change

Dr. Ahlam Al-qubati

التغيير الفردي والتنظيمي_edited.jpg

When the methods and practices are no longer commensurate with the goals, nor are the goals commensurate with the distant goals because time has passed them and is no longer needed as a result of the rapid changes here, change becomes a necessity;  Because the price of not changing would be high. 


The successful institutions in the current century will be only those institutions that have leaders who believe in the inevitability of systematic change that directs activity towards a future capable of bringing about change and enables dealing with the current concrete developments with the data we have from the distant past, and enables the use of work concepts and previous mechanisms  to deal and coexist with the data of the current period.                        

       Change is defined as the transition from the current situation to the future (targeted) situation, and in development sciences, change is seen as a systematic way to adopt a new and appropriate pattern to achieve development and reconstruction goals, meaning that the change occurs in order for the institution or organization  to raise its readiness to confront the expected changes and deal with them systematically to serves its purposes.

         There are many types of change, including: rapid, comprehensive and partial, organizational, social, political, administrative, and finally economic change.  It is based on several levels: individual, collective, institutional, regional and global .                               


          In this article, institutional change will be addressed, given that institutional capabilities must have the advantage of being able to achieve change in order to be a basic organizational skill that provides the competitive advantage to give the institution the ability to effectively adapt to renewable institutional systems in accordance with the requirements of the labor market.                                   


Human resources are the absolute foundation of any organization, and at the same time, resistance to change is the natural reaction of human beings.  Therefore, any organization  that decides to make a planned and organized change must involve the individuals belonging to it in setting up the system in order to achieve the required change in a way that supports the institution in times of change, which can make the employees adaptable and able to respond to the change in a way that helps them to carry out their tasks effectively.              

          When the organization plans to bring about change at the individual level, it is difficult for the top management to follow the change at the level of each individual person;  Several manifestations of resistance to change appear, such as anger, recurring conflicts and blaming each other, which results in frustration and evasion of responsibility and throwing it at others.  Hence, it is necessary to manage the change and prepare well for the process, specifying its steps and procedures to be taken to support tens or hundreds of targeted individuals, and defining the follow-up mechanism.                                   

There are reasons for institutional change, including:                     

Threat, which is the anticipation or prediction of the occurrence of new events in the near future that may affect the institution and its continuity.

The crisis, which is the realization that things must move and change for the better, and that the current situation is unsatisfactory.

The opportunity, which is represented in the organization’s senior management realizing that the change in the work environment will be better, and therefore this opportunity should not be missed, and work should be done to develop everyone’s skills in line with the new situations. The procedures must be logical, whether taking into account the appropriate capacities or time  for everyone. Expressed measures must not be taken, individuals may foil and lead to reverse  results.                         

        In any case, the process of institutional change includes first conducting an analysis of the current situation in order to identify the strengths and weaknesses, identify opportunities and challenges that may face the institution, and then identify the basic needs, whether for groups or individuals who will need the change process, as well as for the purpose of identifying what changes that  they need it to perform their tasks better, and revise the task descriptions to suit the capabilities of individuals.  The enterprise-wide change process then involves creating a systematic plan to ensure that employees affected by the change have the training and skills they need in order to implement the change successfully.                 

            In order to ensure the effectiveness of change, the change must take place according to basic steps starting from planning for change, then directing it, then implementing and following it up, in addition to periodic evaluation of the change and giving each stage its appropriate time.  With the need to define and clarify the goals of change.  This also includes identifying the resources and individuals who will implement the stages of the change process, with the inevitability of taking into account the morale of all individuals in accepting the change process to serve the goals of the institution and not neglecting the interests of individuals, their psychology and job satisfaction because they are the tool and goal of change.

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Analysis That Matters.

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