Thursday, December 5, 2019

Significant Role of Change Management -Free-Samples for Students

Question: Outlines the significant and role of Change Management in an Organization. Answer: Introduction The main object of this task is to depict the importance of the change management activities in the organization. It explains the factors that drive the change management process in the firm. Change management plays a vital role in order to accomplish the long-term vision and mission of the firm. Further, it explains the change management models and theories which help to initiate and implement the changes in the organization. The models are used by the organizations on the basis of nature and size of the industry. However, many people resist these changes because they do not want to perform task and duties effectively. Therefore, it affects the financial position and image of the firm. Change management According to Hayes (2014), Change management is the systematic process to deal with change both from the perception of the individual as well as the firm. Furthermore, change management refers to the adoption of a procedure, process, ideas and behavior that is new and unique to an organization. Anderson and Anderson (2010) defined that change management is the continuous process of aligning and supporting an organization with its marketplace for achieving the goals and objectives of the firm. It is the significant part of the organization. The top management and managers should examine and measure the proposed changes and determine the effects of proposed changes within the organization. Cameron and Green (2015) said that change management is the approach of constantly renewing the firm capabilities, direction and framework in order to fulfill the desires, needs and requirements of the customers. It is the simple way to drive the favorable outcomes and results in the organization. Ch ange management process is used by many companies to initiate and implement the changes in the organization. It also helps to improve the performance of the employees and it also reduces costs. The main aim of the change management is to ensure that standardized techniques, methods, tools, and methods that are used to handle the changes in an effective way. It also improves and enhances the routine business activities and procedures of the corporation. Factors that may cause change in an organization The external and internal factors affect the progress and growth of the firm adversely. Therefore, the firm needs to focus on the external and internal factors while implementing the change process within the organization. The factors which drive change management in an organization have been discussed below (Burke, 2017). Technology: It is one of the significant factors which drives change practices and policies in the organization. Innovation in technology can force a trade and business to change the activities and operations of the firm. The employees who have never knowledge about the computers and new technologies thus, the top management and managers need to be trained these employees to manage and operate the new computer system and to adopt the changes in the organization. The firm gets several benefits by initiating and implementing a new technology and force. It also helps to increase efficiency and provides better customer services in the marketplace. It also helps to resist the changes in the organization (Cummings and Worley, 2014). Competition: The entrance of new rivalry into the international market may cause a business to change and modify its marketing and penetration strategies. Many organizations change their strategies and policies due to enormous competitors influence the business activities and operations. Competition is one of the significant factors which affects the success and growth of the firm negatively (Carter, Armenakis, Field Mossholder, 2013). So, in order to stay in the competitive market, and to overcome the competitors, it is essential for the organizations to implement the change process and policies. It helps to beat the competitors in the global market. Desire for growth: The companies want to attain the long-term growth and success by implementing the change process in the firm. Therefore, it is the significant derive to initiate the changes. In this way, the firm uses change management process to accomplish the goals and objectives. Government regulations: The government rules and regulations have a great impact on the trading activities and operations of the firm. These factors exist in the macro environment which affects the business activities of the company. To identify and evaluate these changes, it is necessary for the organization to change their managerial activities as well as operations. Innovation: The companies want to attain the competencies in the target market and to maintain an effective and unique financial position in the market. So it is necessary to implement and initiate the change process in the business. Moreover, the company uses change process to get the better outcomes and results in the external market (Rummler and Brache, 2012). Need to improve the process: A company needs to initiate and implement new production process to become more effective and efficient in the market. Therefore, the firm feels to change the process to develop and enhance the process and policies of the company. Now it is assumed that all these external factors contribute to change in an organization. In addition, political, social, economic, technologies and environmental forces also affect the operations and activities of the company. Change management models There are several models and theories used in the companies which aim to initiate and implement the change management in their business process. The models of change management have been discussed below (Brisson-Banks, 2010). Lewins change management model: The change management model is developed by the psychologist Kurt Lewin. Lewin said that the majority of people operate and prefer security and safety in the organization. The three stages of Lewins Kurt change management model has been discussed below. Unfreeze: Many employees make an active effort to resist the changes in the organization. In order to overcome the resist the changes, unfreezing should be implemented through encouragement and motivation. The leaders and managers of the company should help the employees to adopt the innovation in the organization. Transition: Once the change is implemented. The organization shifts into a evolution and transition period to initiate changes within the organization. To make this process successful and powerful, adequate and effective leadership and reassurance is essential. Refreeze: The firm becomes constant and stable after implementing the change process effectively and successfully. This model is easy to use and effective to balance the change in the firm (Shirey, 2013). (Source: Mulholland, 2017) Katters 8 step change model: This model is created by Harvard University Professor John Kotters to initiate the change process in the organization. The 8 steps are associated with this model that has been discussed below. Increase and enhance the urgency of modification and change. Build and develop a team to implement the change in the organization. Generate a vision and mission to implement the change. Communicate and collaborate to maintain the balance for a change. Empower and encourage employees with the capability to change. Create long-term goals and objectives Stay persistent Implement the change permanent. It is a very significant model to develop and build the change process in the firm. This model is focused and monitored on the change management process. Transition becomes easier by implementing this model within the organization. This model is important to optimize and adopt this process in an organization. Thurley model of change: This model was defined and developed by K. Thurley under which five major approaches are used by the companies to implement the changes that have been discussed below. Directive: This approach is used in crisis and complex situations or when other methods have failed. This is done by exercising of administration and managerial power in the firm. Bargained: Under this approach, the power of management is shared and exchanged between employer and employee in the firm. Along with this, some negotiation is mandatory to initiate the change process in the organization. Hearts and minds: In this step, people collect positive and effective reply from the workers of the organization. The main aim of this approach is to attain the desired goals and objectives. Analytical: The organization focuses on the needs and plans to implement the change process. Firstly, the firm needs to create a blueprint of the desired plans and objectives and analyze the results and outcomes of the firm. Action based: The leaders and managers need to implement and initiate the actions of change management in the firm through a theoretical and analytical model of change management (Ouma, 2017). Suitability of models: Now it is talking about the suitability of several model and theories in the firm. The model and theories are dependent on the change which the company wants to initiate and build in an organization. If the changes need to do in the entire structure of the firm then Thurley model is used by the firm to implement the changes. On the other hand, if the company wants to make the changes in particular department and division in an organization then Lewins model is used by the firm. Now it is assumed that model suitability depends on the types and nature of the work and organization (De Wit and Meyer, 2010). Resistance to change: Resistance to change is the major cause of the firm which affects the success and growth of the organization. It is the action and step taken by groups and person when they perceive and identify that a change which is happening as a threat to them. There are two types of resistance to change include individual and systematic change. Many employees resist the changes because they do not like changes in the firm and they do not adopt these changes (Palmer, Dunford and Akin, 2009). The employees must provide training and development coaching to the workers in order to implement the change process within the firm. They must maintain a reciprocal and mutual relationship with employees to initiate the change practices and policies in an organization (Shimoni, 2017). Significance of change management On the above aforesaid statement, it is understood and measured that change management is a significant process which will be implemented by the workers in the firm (Fullan, 2014). The significance of change management has been discussed below. Innovation: It is one of the significant aspects of the organization to balance the changes in the firm. The change management process helps to increase and enhance the innovation. It also helps to eliminate and reduce the traditional methods and rules in the organization. New and innovative technologies and methods are used by the company to initiate the changes. Increase profit and reduce cost: Change management process helps to increase the profit and revenue by reducing the cost of the firm. Furthermore, it also helps to beat the competitors in the global market. It also reduces the external factors which affect the success and growth of the organization. Decreases in resistance: Resistance is an attribute related to the change management which decreases the growth and success of the organization in the international market. Change management process helps to reduce and eliminate the resistance in the organization. Moreover, it increases the efficiency and effectiveness of the organization (Langley, Smallman, Tsoukas and Van de Ven, 2013). Conclusion On the above-mentioned study, it shall be evaluated and concluded that all the organizations need to implement and initiate the change management process in todays competitive market. This process also helps to maintain a strong image in the competitive market. Various change management models and theories are used by the companies to initiate and implement the changes in the firm. Furthermore, the paper explains the importance of the change management models. Now it is recommended that the firm should focus on the plans and policies to initiate the changes in the organization. Further, a valid mission and vision must be implemented by the firm to stand out against the competitors in the international market. An effective and dynamic communication plan must be maintained by the company to balance the changes in the firm. Along with this, the firm must motivate and enhance the employees to accept the changes within the organization. It also helps to attain the long-term goals, targets and objectives of the firm References Anderson, D. and Anderson, L.A., 2010.Beyond change management: How to achieve breakthrough results through conscious change leadership. John Wiley Sons. Baregheh, A., Rowley, J. and Sambrook, S., 2009. Towards a multidisciplinary definition of innovation.Management decision,47(8), pp.1323-1339. Brisson-Banks, C.V., 2010. Managing change and transitions: a comparison of different models and their commonalities.Library Management,31(4/5), pp.241-252. Burke, W.W., 2017.Organization change: Theory and practice. Sage Publications. Cameron, E. and Green, M., 2015.Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. Carter, M.Z., Armenakis, A.A., Feild, H.S. Mossholder, K.W., 2013.Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change.Journal of Organizational Behavior,34(7), pp.942-958. Cummings, T.G. and Worley, C.G., 2014.Organization development and change. Cengage learning. De Wit, B. and Meyer, R., 2010.Strategy: Process, content, context. Cengage Learning EMEA. Fullan, M., 2014.Leading in a culture of change personal action guide and workbook. John Wiley Sons. Hayes, J., 2014.The theory and practice of change management. Palgrave Macmillan. Langley, A., Smallman, C., Tsoukas, H. and Van de Ven, A.H., 2013. Process studies of change in organization and management: Unveiling temporality, activity, and flow.Academy of Management Journal,56(1), pp.1-13. Ouma, C.A., 2017. Planning for Organizational Change and the Role of Leadership in Implementing Change. Palmer, I., Dunford, R. and Akin, G., 2009.Managing organizational change: A multiple perspectives approach. New York: McGraw-Hill Irwin. Rummler, G.A. and Brache, A.P., 2012.Improving performance: How to manage the white space on the organization chart. John Wiley Sons. Shimoni, B., 2017. What is Resistance to Change? a habitus oriented approach. The Academy of Management Perspectives, pp.amp-2016. Shirey, M.R., 2013.Lewins theory of planned change as a strategic resource.Journal of Nursing Administration, 43(2), pp.69-72.

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