Change management essay

Change management essay

Change Management, Essay Example,The Change Of Change Management

WebKotter’s 8 steps of change model. 1. Increase the urgency for change. 2. Build a team dedicated to change. 3. Create the vision for change. 4. Communicate the need for WebChange management is tedious and excruciating task, essentially affecting an association 's drive towards their goal achievement. What 's more shaking is that WebJan 16,  · The expected outcome of the implementation of the given change management model is an increase in profits, a faster decision-making process, WebFeb 4,  · We will write a custom Critical Writing on Change Management: Models and Theories specifically for you. for only $ $11/page. certified writers online. Learn WebJournal of Change Management Vol. 5, No. 4, –, December Organisational Change Management: A Critical Review RUNE TODNEM BY Queen Margaret ... read more

In regards to the importance of the organizational. BRIC Countries. This project would lead to a short-term change in the organization. XYZ, Inc. The lessons learnt from the opening of first store, positive or negative, will be applied in the long term expansion of the company in BRIC countries, which entails long term changes in the organization. The long term changes for the second. Change 3. Planned Change 5. Unplanned Change 2. It may refer to any alteration which occurs in the overall work environment of an organization. Change Management in IT Environment Presented by Aravind Reddy Vootukuri Wilmington University 1 Abstract 2 Organizational Change During My Employment with Capgemini in a Reasons for Change b Objectives Set for this Change Program c Used John kotter 's8 step Change model d Used Change Process 3 Change in Nationwide.

Essay Topics Writing. Home Page Research Essay about Change Management. Essay about Change Management Better Essays. Open Document. Managing and Maintaining Change Change itself is the only constant for organizations that hope to have a full lifespan. While small changes occur with regularity, a wholesale transformation or quantum evolutionary leap sometimes becomes necessary. Without the full support of staff and management, such fundamental shifts are challenging, perhaps even impossible to orchestrate successfully. Part of gaining that support lies in managing change effectively. Haphazard change cannot breed confidence, but directional, managed change that follows a logical progression carries the entire organization forward.

How changes are implemented — the logistics behind the transformation. These four cornerstones shape the eight-phase plan for managing transformational change. Phase 1: Defining the Urgent Need for Change Successful change management depends on ensuring that everyone in the organization understands the need for a major change. The principle of inertia influences organizations as much as it governs physics; maintaining a constant direction feels simpler, so you must communicate sufficient urgency to overcome that inertia. The more cogently you present the case for making dramatic changes, the greater the likelihood that your staff will support them. Researchers of change management strategies estimate that three-quarters of your managerial staff must embrace the need for a transformation to make that change take place.

Creating urgency about changes builds support for the shift. Make this sense of mounting urgency for transformation the banner around which your organization rallies. Jack Welch, the chair of General Electric throughout the s, honed his skill at developing urgency to a keen edge. His management techniques allowed him to restructure the company dramatically throughout the decade, and although he was a polarizing figure for his methods, he created a model for success that transmogrified a staid behemoth of a. Get Access. Better Essays. The Change Of Change Management Words 7 Pages. Choosing a change management approach is an important step in successful change implementation.

The most widely used models are the DICE model, the ADKAR change model, and the model offered by McKinsey. If the duration is short with frequent reviews, duration scores highly. If an organization has a skillful leader and employees are enthusiastic, integrity and commitment score highly. The factor of effort considers the actual effort the staff needs to exert apart from the current workload. The evaluation results are divided into different categories, which are win zone, worry zone, and woe zone, depending on potential risks Palmer et al.

The DICE framework allows a change manager to create a plan of action based on identified weaknesses. The ADKAR model is based on five components, which are awareness, desire, knowledge, ability, and reinforcement Palmer et al. This framework is a diagnostic and planning change management tool that can be used for several purposes, in particular, to identify why change is difficult and develop communication strategies. This model pays specific attention to individual perceptions of employees whose enthusiasm and support are key to successful organizational change.

The McKinsey checklist includes several tactics that contribute to the success of the change. These tactics are goals, structures, involvement, and leadership, which allows for saying that the model is concentrated mainly on organizational, management, and leadership properties. By evaluating each of the tactics, a change manager can identify weaknesses of the change and gain insight into what should be improved. The checklist highlights that a successful change is possible only when these four powerful components are combined. However, all three models are only theoretical guidelines that determine factors that should be addressed rather than explaining how.

Organizations must always improve their performance to get a competitive advantage and produce greater profits Anderson, An indispensable part of all the above-discussed models is the establishment of the need for change with further communication of this need to all the staff. Clear and timely identification of the need for change contributes to the successful process of transformation. As a system, an organization depends on several factors that influence its functioning. These factors can be both internal and external and act as reasons for the organizational change. Among external factors, there are geopolitics, hyper-competition, reputation, mandate, demography, and fashion Palmer et al.

Fashion means following trends in organizational change with a low perspective of achieving benefit. Demographic changes are related to the aging of the workforce and the change in its composition. Geopolitical driving forces are associated with the intensification of global business relationships, technological innovations, and international trade. Among internal organizational drivers, there is growth, new chief executive, integration and coordination, power and politics, and corporate identity Palmer et al. Growth generates problems of a required increase in scope and complexity. Integration and coordination are common problems for larger organizations requiring better communication between different departments. A new chief executive can set a new direction and bring new ideas.

Corporate identity provides for a shared goal, which is a valuable asset for any kind of organization. Power and politics drive organizational change and depend on the interests of stakeholders. Depending on the type of change, in particular, the type of pressures driving it, there are different images of a leader. A leader has to act as a director if the change is a result of strategic pressure or low internal efficiency Anderson, A leader has to act as a navigator if there are strategic threats. A leader has to act as a caretaker if there is a great number of pressures to an organization that cannot be managed at a time.

In such a case, a leader has to care for an organization while it is subject to threats. A leader has to act as a coach if there is a need for coordinated teamwork aimed towards a common purpose. A leader has to act as an interpreter when an organization faces many internal and external pressures and they have to be communicated to the staff. Any organizational change must be aligned with a clear vision and business idea. In such a case, it will be easier for a change manager to ensure that all the subsequent activities and interventions are coordinated and consistent. Visions help the personnel identify with an organization by motivating people to achieve corporate and personal goals. Management and leadership are viewed as two different perspectives in the business environment.

As described by Dr. A need for growth in any organization to stay a viable entity must occur. Organizational change is inevitable. Just like anything in life, markets and cultures change which require constant attention and preparation. In order to be successful in any market, an organization has to be able transform itself to the needs for the market. CrysTel is no stranger to change. Products included in there list of services include data cables, wireless solutions, and network development. The product profile is data cables, wireless solutions and network development. Because of the nature of. In this dynamic business environment, change is inevitable. Changes can be planned, or unintentional: depending on the driving forces behind. An environment in which change may be the only constant is a challenge to every organisation and manager alike Hayes, The need and pressure for change being consistent, it is crucial.

Essay Topics Writing. Home Page Research Change Management Essay. Change Management Essay Decent Essays. Open Document. Change is an integral part of any organization that needs to keep abreast of its competitors in the business. It is important since it is the process through which an organization embraces new ideas or technology for running a business and quits using old-fashioned ways that have proved not to be working. The process of change management is a very crucial one since it determines the success or failure of the change. People fear change, and it is very important that steps are taken towards making them embrace this change and be part and parcel of the change process.

This essay delves into the recent structural change that General Electric Company had in its subsidiary, in India. Change in the management of an organization automatically …show more content… It is a process that encountered many challenges, most notably, a huge resistance for it to take place. There are a couple of reasons that drove Flannery to adopt this new organizational structure. Among them was to decentralize power and make the G. E Indian subsidiary more autonomous. In the matrix structure, power was centralized. The country head's involvement in running the business was reduced since they even the business heads in their own countries would directly report at Fairfield.

This left their hands tied as to the influence they could exert on the business heads for better performance of the organization. The aspect of also constrained autonomy comes to play in the matrix structure when business heads who are in very far countries report at the headquarters, meaning that the headquarters are responsible even for the decisions on the ground Ganguly, Flannery saw the need to change this so that the G.

Change and change management are two common terms used in organizations today. In some instances, it has been noted that they are used interchangeably though they have different meaning. Change is movement from the current position to a future position through a transition state while change management is supporting the individuals affected by the change during the transition state and adapt to the new organizational paradigm Burnes, , The industrial revolution which started in Britain and spread to other parts of the now developed world initiated the scientific management which saw a shift from the traditional way of business to the new approach.

It was realized that the traditional management was no longer relevant in achieving the objectives that came as a result of the capitalist economy. Large companies and the governmental institutions started to shift to a better management approach that was viewed as more ideal. In the modern world, change is perceived as a continuous process and both the employers and labour force have to catch up in order to remain competitive in the market. This synopsis is meant to establish change and how it has evolved with time, how change is managed in an organization, and the challenges that face change and change management.

This will be done through review of available literature on the topic of change and managing change. During the industrial revolution, it was realized that the approaches to labour that were used were not enough to steer companies to the realization of the new goals and objectives. Excessive research was carried by several people who wanted to have the optimum productive of the employees. Leading the pack were Weber, Taylor and Fayol who coined scientific management in the 19 th century. Though they were writing form different environments and constraints, the idea was behind the approach and the proponents were the same. Classical approach as is commonly referred to changed the whole perception on labour and that organizations were just made of individuals.

It came into being as managers realized that the methods used then were inconsistent to responding to new challenges and opportunities. However, the classical approach soon became obsolete. Critics argued that it was limited to a single dimension of the human motivation Burnes, , , The classical approach began to face opposition both at an intellectual and practical level in the s. Human needs were viewed as dynamic and money was not the only thing that gave motivation to the labour force. This bore the human relationship approach which was the new paradigm that companies and individual were required to adopt. As expected, it faced opposition from the traditionalists who viewed it a radical system to the already established code of operation Burnes, , A new approach come into being, the contingency theory, which viewed organizations as open ended system each having a unique way that works best for it.

It was favoured since it came at a time when technology was increasingly finding applications and being incorporated into management. Many viewed a simple approach to understand compared to the previously developed ways. A company will have good performance if it adopts a structure than aligns their environment, technology and size Burnes, Competition and globalisation are constantly increasing in the modern world hence change management becoming increasingly important. A systematic view of change management has been proposed that provides a characterization of change management from the viewpoint of modernism. The approach to changes should be logical and executed in an orderly manner and takes it classification and relationships as alternatives to managing change.

Managing change is one of the critical parts during the implementation of the new strategies that will make the organization remain relevant in the otherwise competitive markets Burnes, , There are several reasons why organizations opt to adopting a new system or structure of doing business. Whether for corrective measures, matching up with the prevailing market trends or even for steering the company ahead, the management at one time will have to make the some decisions that alter the normal approach of doing business Porras and Silver, , Both the internal and external environments significantly influence how businesses operate and the changes that they can make.

Organizational politics, power and culture have significant influence on the process of change since they are key factors to the final decision and implementation process Burnes, , The magnitude of change varies which demand different action to be taken by those in authority. Change or success does not require people to do dramatic action but just ordinary things done by the ordinary people in a competent way. Managers have the ability to influence on the course of events and steer people to achieving the desired goals and objectives. In the same way, they are able to lead the subordinate staff into adopting the new set rules and guidelines that are deemed necessarily by the change.

Understanding the group dynamics is very vital while dealing with change. In any society, there are the ring leader and the less subtle section that tend to follow the majority side. Discovering these connections is very vital since the reception of the new ideology, structure or technology will be greatly influenced by these forces within the organization March, , To have a better approach to the change management, the change process has been characterised as either planned or emergent. According to Lewis Kurt, planned change aims at resolving conflicts by bringing together the various parties; managers, employees and change consultants.

During the planned change process, self esteem and performance are significantly affected. The coping cycle was developed to show how people in an organization responded to the implementation of the planned changes. In the initial stages, there is a lot of denial which is followed by defence as people feel threatened by the new approach. The management and the organization as whole then enter the discarding stage where the traditional ways are dropped, adaptation and finally internalization of the changes. This method has been categorically being called the three steps model which include unfreezing, moving and refreezing. It relation to the five stage and effects on both performance and self esteem are shown below. Figure 1: Relation between the five stages and the three steps model Adopted from Burnes, , Emergent change approach counteracts the proposition that there are universally accepted rules for change as proposed by the planned approach method.

Rather, it outlines five determinants that affect the success levels of change. Organizational structure, organizational culture, organizational learning, power politics and managerial behaviour are listed as the key factors that should be given considerations while managing change. Change is achieved when all the people actions are linked at all levels of business. Some scholars, however, have proposed some flexible and general guidelines that should be followed under this method. The proponents of this approach argue that the operating environment is changing rapidly, radically and in a very unpredictable manner. The internal environment is thus forced to have continuous change so that it matches with the trends in the market Burnes, , Dealing with the change is the most challenging part since people are generally resistance and comfortable with the existing methodologies.

It has been noted that for people to be more accepting, the end results should be in their favour. Over the last century, there has been varying approaches that companies have used in executions of their mandates. However, it has been pointed out that there has always been a rift between the approaches used by the different parties involved. It becomes crucial that those in power have the know-how on how to deal with the system individuals as they undergo through the transition stage and employ the new set code of action. If this is not taken into account, rift and strife will be prominent which will further hinder the process of changes.

Understanding change and change management become crucial in order to be in a position to fit in into the new system. Several qualitative researches have been done to establish the core issues that impede the process of change. Some of the key reasons why individuals and organizations resist change include misunderstandings, emotional side effects, lack of trust, fear of failure, personality conflict, uncertainty, fear of outcome, poor training, threat to job and breaking of work group. The weight given to the above factor varies as per individual and the context of application.

As much as change is expected in any system, people are not always receptive of the new organizational paradigm and in many cases tend to cling on the old methods. They argued that whether it is an administrative, technological or structural change, they will all face some resistance since the problem was psychological at an individual level. Resistance to change is a normal phenomenon that should be expected in any organization. It can be frustrating to managers if their efforts are not implemented by the subordinate staff. In this case, it is assumed the resistance to change is more of a psychological problem and to overcome it, one needs to change the mindset of the affected individuals and make them more receptive. Alternatives to this psychological approach, strategies for overcoming change are offered regardless of the intended change.

Changes can results to certain negative effects such as loss of status by employees. Several management practitioners and authors had come up with different approaches to the change process and common cycle that are undertaken for both continuous and episodic change. It is agreeable that the organization should set the right framework for change to be effective. The range of situations that are faced determine to the right approach that should be followed Burnes, , ; , The process begins with establishing a team that will be involved in planning the change and setting the objectives and the intended outcomes.

The people within the organizational are then informed of the new strategy and its implementation process. It is the responsibility f the team to monitor the progress and issue corrective measures to align the progress to the set goals Burnes, , The driving force behind the change of organizations has been a central and enduring quest by scholars and practitioners in the field of management. It has proved to be hard to find the sequence of events that lead to the unfolding of the events of change. It is the responsibility of the management to steer the organization in achieving the desired change.

One of the key problems that the management are facing today is the effects of globalization. The unified market has brought a new edge in sustainability, workforce diversity and business ethics Hage, , The management is therefore required to devise new ways of approach to and implementation of change Burnes, , They are expected to adapt or shift managerial roles since each single decision they make as far reaching effects and profound implications on within the organization and even in the society. A clear line should be drawn between the role and responsibilities of a manager and a leader and managers meant to understand when and how to act Burnes, , Change has been described as an inevitable process whether at a personal level or in organization.

Since the onset of the industrial revolution, there have been drastic changes in business process as the management of various organizations and corporations try to remain equally competitive in the otherwise stiff market. It has seen the emergence of newer theories and management approaches which were then replaced by newer methods and strategies while in search of the ultimate solution. The systems have been known to be very opposing to changes despite the positive outcome. Individuals as well as the top management have rejected changes that they termed as not in their favour or against their beliefs. This has resulted to a new genre of management that deals with specially managing the change and the change process. Amazing Offers from The Uni Tutor Sign up to our daily deals and don't miss out!

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Perspectives of Change Management Essay,Managing Organizational Change

WebJan 16,  · The expected outcome of the implementation of the given change management model is an increase in profits, a faster decision-making process, WebFeb 4,  · We will write a custom Critical Writing on Change Management: Models and Theories specifically for you. for only $ $11/page. certified writers online. Learn WebJournal of Change Management Vol. 5, No. 4, –, December Organisational Change Management: A Critical Review RUNE TODNEM BY Queen Margaret WebChange Management Essay. Change Management Plan No matter which type of industry is discussed change management is an essential component in today's ever-changing WebChange management is tedious and excruciating task, essentially affecting an association 's drive towards their goal achievement. What 's more shaking is that WebNov 19,  · Perspectives of Change Management Essay Exclusively available on IvyPanda Updated: Nov 19th, Table of Contents Introduction Main Text National ... read more

Organizational politics, power and culture have significant influence on the process of change since they are key factors to the final decision and implementation process Burnes, , More related papers. UK Essay Writing Service Australian Essay Writing Service كتابة مقال USA Essay Writing Service Canadian Essay Writing Service. I will also discuss the knowledge I have gained through the completion of this assignment and how I think it might affect the way I manage change in my workplace. Good Essays.

Learn More. However, in employees, change management essay, organizational change often induces fear and resistance which can have serious damaging organizational consequences. Change is difficult for most people and managing through the change process is not an easy task. Change Chalenge And Management Essay Words 8 Pages. The impact of pandemic COVID in workplace. Change management essay review Competition and globalisation are constantly increasing in the modern world hence change management becoming increasingly important. Rising Sun Airlines has discovered significant setbacks in preparing their airplanes efficiently to maintain brief turn times.