Change Management

Change Management is a modification in an organizations practice. It is instituted to profit the company and to improve the system. From the mid-2000s, change management has developed enduring landscapes for any organizations as if it’s related to business field or health care industry. In order to be in today’s competitive market; change management is very important part of any company (Aguirre & Alpern 2014). Technology and advancements is rapidly expanding and changing working organizations’ everyday atmosphere. Due to economic changes many businesses are being obliged to merged or downsized with other companies in order to increase their financial stability. Change management stepped in when employers or employees couldn’t keep up with

D., & Pieperl, M. A. (2010). Managing change: Cases and concepts (3 ed.). New York, N.Y.: McGraw-Hill.

Change management according to many becomes essential for the following reason: external pressure; which can encompass competition, new technology, cost, and regulation changes. Furthermore, economic and social conditions can escalate long-term change necessary. This paper will discuss several aspects of change management models, theories, and application thereof. In addition, it will provide overviews of the drivers of change, factors necessary for to implement change successfully, strategies and expectations of management, and leadership styles needed for influence and effectiveness.

By understanding the importance of effective change management we can facilitate our commitment to the development of a successful change management program. By gaining insight into the different factors that can contribute to successful change management, we can guide the design of an appropriate change management program. In the following pages, it

A plan, a desire, and a decision. Which one comes first and how can you align these three aspects to make the change in your life that you need? There are several aspects of change that must be defined before you can figure out which direction you need to go. First, change can enter your life in two ways. You can initiate change or change will be initiated for you. Either way, you need to anticipate and plan for change. It is the "How to plan for change?" where most people make poor decisions. If you are going to initiate change, it is highly recommended that you have a plan. Having a plan is nothing more than laying out the groundwork of strategic goal setting. The planning process is actually quite simple. You can use the following model

Moreover, the best way to successfully implement change management is carried out in a few simple steps. Appointing a team to organize the change management process; this team may consist of employees, as well as outside consultants with the familiarity of change management strategies. Next, the plan to go from the current to the planned organizational structure should be analyzed and decide what steps will be necessary to complete the process. A communication plan should be created that is comprehensive; determine how to notify all company employees of the upcoming changes to ensure the transition will go smoothly. The next step will have the key changes that will take place during this process by creating a timeline, which should include small as well as large details. The change process should list concerns or problems that may arise; this would include employee dissatisfaction, confusion as well as an everyday work stoppage, and finally, these potential setbacks should have a contingency plan created. The final steps include the compilation of a change report for senior management as well as a discussion with management teams of the upcoming changes to be implemented (Michaels,

What I discovered and know from my research about change management is that “Change can be described as the approach to transitioning individuals, teams, and organizations to a desired future (Kotter, 2009). Change management also speeds the process of delivering desired behavior change, to achieve anticipated results. The evolving nature of healthcare also has its attendant impacts on the health system. However, bringing about a change in a hospital to a set standard, according to McCarthy & Eastman (2011) involves multiple steps. Some of the steps discussed below will give an insight into the change management process.

When planning to make changes within the organization, you should consider the total impact to the staff and any laws that are applicable. There are of couple of change management models, which I listed below, in which you can choose to help you in this process. Before you choose your plan of action exam the following to figure out what is the best time-off policy for your organization. You will want to make sure the policy for your time-off requests is fair to all personnel. You will want to communicate with your staff pertinent information regarding the new policy change. Explain how these changes will take place and keep an open line of communication to provide additional details or address any questions or concerns your employees may have. There are many ways to implement changes for an organization, here are a few examples that may work well as you implement the new policy.

Week 3, the lecture on Managing Change describes organizational changes that occur when a company makes a shift from its current state to some preferred future state. Managing organizational change is the process of planning and implementing change in organizations in such a way as to decrease employee resistance and cost to the organization while concurrently expanding the effectiveness of the change effort. Today's business environment requires companies to undergo changes almost constantly if they are to remain competitive. Students of organizational change identify areas of change in order to analyze them. A manager trying to implement a change, no matter how small, should expect to encounter some resistance from within the organization.

Identify the current formal and informal power structures in the organization. How might the power and political structure of the organization affect employee behavior?

for buy-in, enabling action, creating short-term wins, don’t let up, and making it stick). Bridges

1.1 Change management is described by Armstrong (1) as “the process of achieving the smooth implementation of change by planning and introducing it systematically taking into account the likelihood of it being resisted”. Change, the fundamental constant in any successful organisation, can be adaptive, reconstructive, revolutionary or evolutionary and can happen for a number of diverse reasons:

In order to survive and prosper in a rapid changing environment of business world, organization is often required to generate fast response to changes (French, Bell & Zawacki, 2005). Change management means to plan, initiate, realize, control, and finally stabilize change processes on both, corporate and personal level. Change may cover such diverse problems as for example strategic direction or personal development programs for staffs. In this

Change management has been defined in several ways, but according to Hayes (2005) change management is the systematic approach and application of knowledge, tools, and

1.1 The analysis must include consideration of two current schools of thought on change management and how they have contributed to organizational change