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Theory And Practice Of Change Management System

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Question:

Discuss about the Theory and Practice of Change Management System.
 
 

Answer:

Introduction

Change in the management refers to tools, process, and techniques to manage people to achieve high productivity and high return on investment. Therefore, when managers are introducing the management in the organization, they will impact on the system, processes, structure of the organization and job specification. Management change takes place in an organization to improve the quality of its products so as to boost its returns[1]. The changing global market trends lead to directors changing their management to make the products fit in world trade standards[2]. New technological advances and stiff competition motivate various changes in the organization. About research, the secondary sources of the information were books. The problem can arise due to the distortion of the information from different authors. Change management requires human resources management, corporate development, and project and quality management.

Lewin’s 3 stage model of change

It is hard for the workers in an organization to accept change. Therefore, the manager needs to communicate the benefits of change to the employees. It shows the necessity of change and how it benefits the organization in growing and improving production. Managers should elaborate the current state and level of organization; old methods and strategies and processes, Organization structures and their way of perceptions[3]. The change enables an organization to have a competitive advantage over the competitor. Showing the necessary of the modification make the firms competent and fit into the right market segment[4]. Managers should use the right channel of communication when dealing with the workers to avoid resistance to the change.

Changing is the process of moving or transiting from old methods and implementing new change. It occurs after a thorough examination of employees and inducing the need of change in their attitudes[5]. Employees work with fear and doubts when working toward improving productivity. In the process, people change behaviors and way of thinking towards learning new methods and processes. Processes prepare them psychologically and get ready for the change and making it easier to complete. During this time, there is embracing of change in teamwork. Education and communication process is critical to the employees to make them familiar with the change in management. The process requires proper planning and constant reminding of employees on how they benefit from the change.

At this stage, there is solidification and stabilization of the new change. The new culture makes adoption of new methods, strategies, processes, goals and structures. This stage is critical to employers in making sure that employees do not get back to their old ways. Consequently, maintains the new order in workers mentality, thinking, and attitudes. Through factors such as motivation, promotion and keeping the promises increases the morale towards productivity. Positive rewards and acknowledgment of individual efforts maintain new state since there is a possibility of getting back to older methods[6]. Ignoring Refreezing state increases chances of reverting to old ways. About the implementation of change, some other factors should be in place; planning where there is putting objectives goals and processes in place. Another worth noting point is the performance which entails executing the plans and process to produce a quality product. Finally, is the checking where one studies the loyal customers and their respective market segment to provide them with their tastes and preferences.

Force field analysis

The study helps in the analysis of the factors that ensures the smooth completion of the changes. Such factors include traditions, values, resources, desires, regulations and needs.[7] Therefore, managers should frame the restraining factors and driving forces to accomplish change.

First, the managers should analyze the current situation of the company and the problems causing its progression. The defining of the objectives of the change is crucial[8].  Identifying the driving forces and their inter-relationship is essential. Identification of the restraining force is necessary so that manager can know the pressure resisting the change in management. Finally is the identification of the change strategy[9]. Therefore, change can occur due to the reduction in restraint stress, strengthen the driving forces or add new driving factors.

 

The progressive management change takes place when the organization's directors or managers considers their long lasting employees, by promoting them to high ranks in management[10]. It is hard for the change to take place where body contravenes the organization culture. When the senior management gives high positions to new recruits; leaves the experienced, loyal workers at low levels. Basing on our argument on InsureCo, appointing Gary and leaving Steve brings complications in the work performance.  Problems arise when Steve and Allan work hard knowing that they will get the promotion to senior management level. The management style of Gary shows that he is unable to implement change.  Steve and Allan work hard to assist Gary in the implementation of change, but the outcome is poor.

  • Competition in market segment
  • Technology
  • Desire for the growth by the organization
  • Government regulations
  • Need to improve new process

Recommenations

  • Employees training and development: before the introduction of the change, managers should train employee to deliver in producing quality product and services
  • New technology: managers should use the correct business innovation model so as to determine the current and future state of the organization. Additionally; the employees should get the best training and development to increase the productivity.
  • Competition: an organization should research on the competitor’s strength and weakness, their market share, and the customer's preferences. In a case of the new entrant to the market segment, organizations should check the product brand and development of competitor.

Conclusion

Clearly, for the team to accomplish change, personnel are necessary irrespective of advancing in the technology. Therefore, managing people attitude and perception are also important so as to make change implementation useful. Management change is vital for improving the organization's products quality, improving planning and strategies. Considering all the factors of employees for maximum production and company’s goals achievement is vital. Employee’s acknowledgment and appreciation are of high value to achieve the production efficiency with minimum supervision. Managers should accommodate an employee in case of a mistake when implementing change. Leaders should build and not be judgmental on ideas too quick and early. Managers should be open-minded when it comes to new ideas and protect the ideas and suggestion in case of critics.

 

References

Chaffey, Dave, and Gareth White. Business information management: improving performance using information systems. Pearson Education, 2010.

Cummings, Thomas G., and Christopher G. Worley. Organization development and change. Cengage learning, 2014.

Hayes, John. The theory and practice of change management. Palgrave Macmillan, 2014.

Paton, Robert A., and James McCalman. Change management: A guide to effective implementation. Sage, 2008.

Pugh, Lyndon. Change management in information services. Abingdon, Oxon: Routledge, Taylor & Francis Group, 2016.

Scheer, August-Wilhelm. Business process change management: ARIS in practice ; with 11 tables. Berlin: Springer, 2010.

Thompson, John L., and Frank Martin. Strategic management: awareness & change. Cengage Learning EMEA, 2010.

Turner, J. Rodney. The handbook of project-based management. Vol. 92. New York, NY: McGraw-hill, 2014.

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