The Will to Change...and Changing the Administration

Advocate: Adel Azzam Saqf Al-Hait

Economy grows and develops as a historical inevitable, and as the pattern of production prevailing in a specific era develops, productive powers grow, and seek to break old production ties and form new ones to prompt the production activity towards more progress. It will also ensure more rights and prosperity to the actual producers. Under the umbrella of that controversial relation, the administrative organization and theories of management will develop. Change is the path to develop, to break administrative stagnancy and to create advanced opportunities of work, competition and success. Change could take place peacefully, or violently as happens in revolutions. It could also take place in a voluntary and conscious atmosphere, or could be involuntary and prolonged. However, in all cases, it takes place as a response to materialistic requirements.

Language wise, change means performing what disagrees, conflicts or contradicts with something. Change could be to the worse, therefore considered a negative change, or to the better, considered thus, a positive one. Conventionally ,the administrative change is the making different that ,the form and activity of an organization is subjected to, which in turn affects all the organizational structures and power relations causing their related obligations to need a review of methods and capabilities and the way to use and employ them.

We can conclude four main basics for the administrative change, namely:

  • • First: The existence of a determined will to adopt the change.
  • • Second: Specification of a methodical clear view of the nature of change.
  • • Third: Methodical planning for change and arranging of implementation means.
  • • Fourth: The change should harmonize structural and functional aspects of the organization.

How can you prepare yourself for such a task?

Be devoted to the necessity to change; the permanent change, that is of the productive means in your organization. A change that enables you to create executive mechanisms that will surprise your opponents, supporters and agents a like .. A change that will be an incintive to your employees, stimulating them to work more actively and effectively. Once you were convinced that everything is just fine, and then you will never develop your administrative system. Do not be contended with what you accomplished. Surely, praises The Lord, yet, try to develop your administration and increase your share in the market.

Bear in mind that things will not always be ok...you might encounter failure at a time, yet achieve successes most of the time. Definitely, you will benefit from trial and error of others...and you will create your special forms, learning also from your personal experiences, and you will courageously pioneer new frontairs, probably the first to conquer their summits!! Start from a reality: results of administrative experiences should not be generalized away from the time era and the internal and external environment of the administrative organization in which the experiments were carried out.

The Managing of change requires you to be initiative, courageous and disposed to adventure. To work .do not wait for a push ...rather, you can create this push that in turn shall ignite your energy and direct it towards a persevering work. Be an adventurer and follow a path that others, fearing its rigidity and difficulty, avoid. Do not be tied up to responses; as avoiding to take initiatives will limit your role to react to what exists and will not leave a chance for creation or innovation...Step from a policy of natural defense to one of planning and boldness .

Making the change needs ability, patience and strength to stand some losses. Organize your work, arrange your priorities and replace the outdated system of your organization with a dynamic, efficient and effective one. Ask your employees to register their daily assignments in "work orders"...give them the right to choose the mechanisms of execution and only monitor results since they are connected to the strategy of your organization.

Admit your mistakes, amend them and keep on trying to develop your capabilities; perfection is out of reach ...rely upon scientific methodology to investigate events around you and to prepare plans . Be confident of your abilities; a valuable resource in carrying out your mission.
No shade of doubt, team work is your tool to a successful change, for example:

1+ 5 = 3

1+ 2 = 6


Yes, both equations have the numbers right; in the first one, the manager does not believe in the importance of team work and is unable to stimulate five employees and gain their devotion, getting only three productive units. In the second one however, with time and external environment of the organization stable, the manager works as one team and is able to produce six productive units in a workshop of two employees only, that is, with less employees, twice what the first administration have produced .

Change could encounter resistance, as it breaks what people got used to, but in the end it will gain acceptance, especially when it is in line with the credibility of its sponsers and supporters. Mostly, change gains acceptance and eagerness once its positive results begin to show.


Master in International Law/Britain