Challenges Facing Managers in Change Process

3077 Words Jul 8th, 2013 13 Pages
There are change management models and research still relevant for the 21st Century. The problem however is not with their relevance or their worth, the problem and challenge facing organizational leaders, organizational development experts and researchers relate to the speed and complexity of change required today. (Mildred Golden Pryor, Sonia Taneja, John Humphreys, Donna Anderson, Liza Singleton – Challenges facing change management 2008).
Today, change is constant and organization leaders who anticipate change rapidly and responsibly are successful. However, organizational leaders who anticipate change and invent the future are even more successful because those who invent the game are the
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• Target of change: Organizational change programs can vary with respect to the hierarchical level or functional area of which the change is targeted. Some changes are designed to influence top management and assist them in becoming stronger leaders. Other change programs may involve basic learning, such as customer services techniques for lower level employees.
• Organization's structure: If it is very stiff and bureaucratic, there may be a need for emphasis on policies, procedures, and rules. Some organizations are very stiff and bureaucratic and may need to “loosen up.” Other organizations may suffer from lack of organization structure. They may need to emphasize policies, procedures, and rules.
Regardless of which forces that cause organizations to see the need for change, organizational leaders, including managers, continue to struggle to maintain or increase their company’ competitive advantage as rapid changes occur from both the external and internal environments.
One of the challenges managers face is successfully implementing initiatives that will lead to change and reactions to the fairness of the change implementation, specifically whether the implementation process was handled fairly or not. (Cobb et al – 1995)
A 2007 benchmarking study “Best Practices in Change Management” identified poor support and alignment with middle management as one of the big challenges in managing change. This followed
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