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Overview of Change Management

Organisations undergoing change employee internal and external change agents. What factors must be considered before making a choice? Justify your answer with examples.

The essay helps in analysing the internal and external change agents that are required to be adopted by the organizations that are undergoing change in their different departments. The proper analysis has to be done in the organizations as to understand the different factors that has to be considered before making an appropriate choice. The main aim and purpose of the essay is to identify the importance of the change management with examples along with conducting an appropriate selection of the literature review on the change that is required to be managed and adopted effectively.

Change Management is one of the collaborative term for the different approaches as to prepare and support the individuals along with teams in making the organizational change that is required. Steigenberger (2015) has commented that change can originate from different kind of external and internal sources through the technological advances or different economic pressures. Sommer, Dukovska-Popovska and Steger-Jensen (2014) has commented that there are different models along with theories on change management that can be applied by companies as to implement the changes in the different areas of the work performed by them.

Roy,Vohra and Budhwar (2016) has commented that meeting the milestones is not the ultimate primary determinant of the success in change management project. The successful kind of change includes that the employees have the entire capacity to adopt to and work efficiently and effectively in the new environment. The main basis of the change management is the capacity of the individuals to the change can be greatly influenced by how the entire change is presented to them whether in an effective or ineffective manner. Kuipers et al. (2014) has stated that the capacity to adopt to change can shrink wherein there is misunderstanding about the change and they resist to change as well.

The main rationale is that when the individuals understand the benefits of change, they are more likely to properly participate in such process of change and this can be carried out in a successful manner as well and this will cause minimal disruption to the entire organization. There are different requirements that has to be analysed and undertaken by the companies as to implement positive change in the work processes. Proper change management will require more than simple kind of planning that includes developing and documenting the different objectives to be achieved by the company and the means to achieve the same.

Importance of Managing Change

Furthermore, Haslam et al. (2014) has stated that the committed leadership is essential in the entire process of change management at the top as this helps in guiding the organizational behaviour in the organization. Hornstein (2015) has stated and hypothesized that good planning is critical factor for implementing change in the organizations. Successfully managing the different complexity of the change is impossible without a robust kind of plan that is supported by strong kind of project management.

According to Hayes (2018), the organizations need to apply the formal procedure of the application of process of planning in preparation for change assists the different organizations in taking the stock of the current position along with ensuring the alignment with the business model or strategy of the organization. Additionally, planning ensures that that the organisations are aware of the different kind of implications of preparation for different reasonable eventualities. The good kind of change management process includes setting a clear vision for the change that is aligned with the mission and vision of the organization along with documenting the case and developing the change plan (Chad 2015).

There are different kind of factors that has to be considered while implementing the change in an effective manner. It is essential in nature to consider the factors in an appropriate manner as to track the progress and accordingly create a definable strategy. The effective communication is the other major factor that has to be adopted by the companies as this helps in explaining the stakeholders about the change that will be undertaken along with the different benefits of the successful implementation as well. The planning along with communication are the most important factors that is required to be analysed effectively as without these, no change can take place and the changes cannot be embraced as well.

According to Mir and Pinnington (2014), the business of the organizations is required to have and create a clear vision and mission for the change process. The communication of the change that is required to be undertaken has to be informed to the different stakeholders of the company. The communication process has to be kept simple and there should be avoidance of the unnecessary jargons or the buzz phrases. The staffs have to be made clear about the change that is required to be undertaken such as due to the backward use of the technology is impacting the business in a negative manner.

Factors considered before making choice for change management in organizations

The actual introduction of the change that is required to be undertaken has to be communicated to the staffs as this can increase their morale as they will feel that they are being valued and they will be providing proper importance as well. Furthermore, Klein and Posch (2017) has commented that quality and quantity have to be monitored as the open communication skills will ensure that the stakeholders have different avenues along with proper recommendations. This kind of communication channel will help in reducing the employee turnover rate and this will be beneficial for the organization as well.

Lines et al. (2015) has stated that one of the most challenging aspects with the change management process is motivation. The motivation is required to be provided to the employees while the change management is taking place in the companies. There are different circumstances wherein some changes are not beneficial and this can create negative impacts on the business as well. It is the entire responsibility of the organization to communicate the changes in a positive manner. Rich (2016) has hypothesised that there are different situations when the staffs are guilty of reverting to the old ways through out the entire process of change both effective or ineffective. The change management process needs to be companywide, so the employees need to provide trust by limiting the different opportunities for the staffs as to revert to the old habits.

Furthermore, the monitoring is required to be done to measure the entire effectiveness of the communication process (Booth 2015). The workload has to be managed by the organization as the change that has been implemented by them can bring extra workload in different organizations. Additionally, if there are different kinds of technology related changes, this change can be time consuming and the staffs has to be informed accordingly in such situations. As the manager of the organizations, it is essential for them to passage through the entire change process with evaluation of the feasible opportunity (De Lange et al. 2015).

Lewis, Passmore and Cantore (2016) has commented that it is the sole responsibility of the employer of the organization to identify the improvements that is required to be adopted as this is critical to identify the focus and clarity in the goals. This involves the identification of the resources and the individuals that will facilitate the process and lead the entire endeavour. Proper providing of the different resources and the usage of data for evaluation is essential process as these are the different crucial elements that has to be undertaken by the organizations to provide the employees a proper and clear lines of communication throughout the process that is one of the critical elements in the change modalities.


The organizations can implement various change processes in such a manner that will assist them in retaining employees in the organization. It is advisable that the employers in the organization should inform the employees about the change management process as this will help them in increasing the morale of the employees and increase the productivity of the organization as well. However, it has been seen that there are different kinds of challenges in the change management process that has to be identified effectively such as due to the ever-changing expectations of the consumers along with the competition in the global economy, the science of the organizational change is constantly changing along with evolving. The human element of the entire change management process is one of the most difficult as to navigate as the individuals do not inherently like change or adjust to the same as well (Schmidt, Groeneveld and Van de Walle 2017).

For instance- Amazon is the example wherein the change management has been taken place and this has helped the company in successfully implementing the change in a positive manner. Furthermore, the company is now the biggest rival of Flipkart as the change management strategies used by them is excellent as the main focus of the company is on the offering the customers with new products in an innovative manner.

Additionally, it has been noticed that the change techniques agree that the change is difficult and cumbersome in nature. It is advisable that the employers in the organizations need to implement proper planning along with communication as this is critical for the success along with the improvement that is required in the organization. Proper monitoring and managing the resistance is essential in nature as it has been noticed that resistance is the crucial and normal part in the change management. In many organizations, it has been noticed that there are different changes that takes place both negative and positive for the entire organization.

However, the negative changes that occur in the organization as there is fear of the unknown in the organization. Furthermore, these kinds of issues and resistance among employees occurs as there is risk associated with the change and there are employees who do not want such kind of change and something new can be another pressure that will be unsuitable for most of the employees as well. Change management is one of the ongoing process and this is essential for any kind of project. When managing a change through the lifecycle, this is essential to recognise the success of the entire team along with the involvement of the different individuals as well.

Proper revision, reviewing of data is required to be conducted by the organizations as this can help in making the change management a positive kind of approach. Change management includes different kind of issues along with different difficulties that has to be changed and taken care by the organizations and the higher officials in a much effective manner. The top and main issue of the change management process is that the communication gap is the issue and this can cause huge problems in communicating the different essential aspects to the employees as well.


For instances- Toyota Company is the example that has performed Change Management and they have been successful in their venture as well. Toyota implemented the suggestions of Ohno and they started just-in-time approach. The approach that has been applied by Toyota has been successful and they are one of the market leaders in the present scenario. Furthermore, it was noticed that the company has implemented the change by communicating the same to the employees and this helped them in increasing the productivity of the company in an effective manner as well.

Conclusion

Therefore, it can be concluded that the change management is one the effective process that are implemented by different organizations in an effective manner. Proper ascertainment has been done in order to make the change management process more effectual in nature and this has helped the organizations to increase the productivity. However, there are different factors that has to be analysed before the change management process has been implemented by organizations as there can be negative impact on the employees and on their productivity as well. The employees in the organizations has to be informed about the process of change management in such a manner that this can help them in offering different products’ in a much innovative manner. Lastly, the change management process is effective when the changes are being communicated to the employees effectively.

References

Booth, S.A., 2015. Crisis management strategy: Competition and change in modern enterprises. Routledge.

Chad, P., 2015. Utilising a change management perspective to examine the implementation of corporate rebranding in a non-profit SME. Journal of Brand management, 22(7), pp.569-587.

De Lange, A.H., Kooij, D.T.A.M. and Van der Heijden, B.I.J.M., 2015. Human resource management and sustainability at work across the lifespan: An integrative perspective. Facing the challenges of a multi-age workforce: A use-inspired approach, pp.50-79.

Haslam, S.A., Van Knippenberg, D., Platow, M.J. and Ellemers, N., 2014. Social identity at work: Developing theory for organizational practice. Psychology Press.

Hayes, J., 2018. The theory and practice of change management.

Hornstein, H.A., 2015. The integration of project management and organizational change management is now a necessity. International Journal of Project Management, 33(2), pp.291-298.

Klein, A. and Posch, A., 2017. A Little Change Goes a Long Way: An Institutional Perspective on Change Processes in a Family Firm. In Academy of Management Proceedings (Vol. 2017, No. 1, p. 15716). Briarcliff Manor, NY 10510: Academy of Management.

Kuipers, B.S., Higgs, M., Kickert, W., Tummers, L., Grandia, J. and Van der Voet, J., 2014. The management of change in public organizations: A literature review. Public administration, 92(1), pp.1-20.

Lewis, S., Passmore, J. and Cantore, S., 2016. Appreciative inquiry for change management: Using AI to facilitate organizational development. Kogan Page Publishers.

Lines, B.C., Sullivan, K.T., Smithwick, J.B. and Mischung, J., 2015. Overcoming resistance to change in engineering and construction: Change management factors for owner organizations. International Journal of Project Management, 33(5), pp.1170-1179.

Mir, F.A. and Pinnington, A.H., 2014. Exploring the value of project management: linking project management performance and project success. International journal of project management, 32(2), pp.202-217.

Rich, G.J., 2016. A cross-cultural perspective on creative leadership and change management: a case study of the influence of Barack Obama's early years. International Journal of Teaching and Case Studies, 7(1), pp.15-23.

Roy, K., Vohra, N. and Budhwar, P., 2016. Rethinking management theory and practice for the Indian context: An international management perspective. Thunderbird International Business Review, 58(6), pp.507-513.

Schmidt, E., Groeneveld, S. and Van de Walle, S., 2017. A change management perspective on public sector cutback management: towards a framework for analysis. Public Management Review, 19(10), pp.1538-1555.

Sommer, A.F., Dukovska-Popovska, I. and Steger-Jensen, K., 2014. Barriers towards integrated product development—Challenges from a holistic project management perspective. International Journal of Project Management, 32(6), pp.970-982.

Steigenberger, N., 2015. Emotions in sensemaking: a change management perspective. Journal of Organizational Change Management, 28(3), pp.432-451.

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