Change Management Paper

This article discusses the pros and cons of advocating change within the workplace. It also discusses the reason (s) individuals are said to resist change because of habit and inertia, fear of the unknown, absence of the skills they will need after the change, and fear of losing power. OD approaches to organizational change pr

Akin, G., Dunford, R. & Palmer, I., (2006). Managing organizational change: a multiple perspectives approach, 1e. The McGraw-Hill Companies, Inc.

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.

The purpose of this paper is to discuss organizational change and the management of that change. I will talk about the different drivers of change, the factors a leader needs to weigh to implement change effectively, the various resistances a leader may encounter while trying to implement change, and how various leadership styles will effect the realization of change. 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.

The purpose of this paper is to discuss organizational change and the management of that change. I will talk about the different drivers of change, the factors a leader needs to weigh to implement change effectively, the various resistances a leader may encounter while trying to implement change, and how various leadership styles will effect the realization of change. 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.

Managing organizational change is an essential part of organizational success and an inevitable part of any business. Change in an organization is caused by changes in technology, changes in regulatory requirements, changes in processes, and changes in growth (Schoology, 2017). In order for change to be successful, managers must understand the intricacy of how change is managed and implemented. Change is said to be evolutionary when it is related to environmental changes that are small or incremental or related to improvements such as the development of new technology (Schoology, 2017). Change is revolutionary when the change affects the organization as a whole, such as restructuring, or changes

The ‘’change management’’ idea is a well-known one in many organizations currently. However, how organizations arrange change (and how effective they do it) differ extremely depending on the change, the way of the business and people involved. In addition, a main part of change is relies on how far individuals inside it comprehend the change procedure. By observing the change as procedure with different stages, you are able to set yourself up to deal what is waiting for you and ensure an arrangement to deal with the transition.

Change is in our life. In your working life, a new manager can change the way you have worked all of your working life. In your dairy life, just raining can make you change your all day plan. Organisations also cannot escape from change. Organisations are forced to change by both internal factors such as a new person in managerial position, the desire to develop the employees’ performance, and external factors such as technology, globalisation, the desire of clients, and the business competition (Alvesson and Sveningsson, 2008, p. 14, Hodges, 2016, pp. 15-20). An organisation seems to be as a small society where consists of many people in different tasks of jobs and these people are from different background. However, all these people have to work together and they are important mechanisms that drive the organisation to achieve the organisational goals. Thus, organisational change inevitably involves people in all level of the organisation. The organisational change always comes along the employees’ resistance. The employees tend to think about the impact of change on them. Will they get benefits or troubles from the change? Will the results of the change be the same as the managers inform? Understanding why the employees resist change will lead to the successful organisational change.

In light of current situations, change is essential for an institute to remain on top of its competition in the marketplace and it makes to be a fundamental part of business tactics. Usually, it is redesigning the organisation or a specific department where changes are needed (Lunenburg, 2010, p.127). While change is not always meant to act to the detriment of employees, many are occurrences where the employees are uncooperative or hold a highly negative attitude and opinion towards the change in progress. Often an understanding is presented, as though change will bring about amplified pressure and stress to employees (Armenakis & Bedeian, 1999, pp. 56). However this appears from a lack of knowledge and communication between executives and their subordinates. Management should consequently not disregard the importance of all environmental factors in an execution of organisation change (Judge and Douglas, 2009).

It is considered that major change is never successful unless the complacency level is low. However, change is a common thread that runs through all organizations regardless of size of the organization, industry or history. The key part of managing change depends on how far the people within it understand the process of change. Change is a constant feature of organizational life and the ability to manage it is seen as a core competence of successful organizations.

According to Laurentiu (2016), change is the altering of organizational visual prospective or the social environment of the business in respect to the structure, technology, and employees. Of note, there are differences in the factors that influence change. The author goes on to further identify the nature of organizational change. First, change management is a vast landscape and the tactics employed in the management of change is different according to the business or the undertaking. Second, the structural change of an organization has its complexities. There are both internal and external factor that influence these factors. In respect to the external influences that are catalyst of change consist of:

Change management has been studied and researched for years with many definitions; it has been defined by Moran and Brightman as “the process of continually renewing an organization’s direction, structure and capabilities to serve the ever-changing needs of external and internal customer.” (Moran and Brightman, 2001:111) It is clear that “management of change is complex, dynamic and challenging process.” (Mabey, 1993) Many theories, models and techniques have been created and aim to deliver maintainable change, but success is not guaranteed, as no model is perfect. A high demand still exists for change literature that will identify and create a perfect change management methodology, as the current rate of failure can be as high as 70%. (Balogen and Hope Hailey, 2004) In organizations where change has been successful, those who were responsible for the change management have clear, shared ideas and visions of exactly where they wanted to go and linked this closely to implementation strategies in order to achieve the results they needed. Change is always going to exist; there is always going to be change, regardless of industry, and it has become routine to expect change. Many organizations are often judged on their ability to handle this change effectively and efficiently, and since the creation and use of the World Wide Web the rate of change has increased dramatically. This essay will identify the various types of change, reasons for resistance, and models on

Change management is an approach of modifying people, teams and organizations from the present status to a future preferred status in order to implement a certain strategy. It is an essential function in any project of an organization because it continuously enables an organization to stay current with other organizations in the marketplace. Change is essential for every organization. In order to achieve desirable utility change must be effective, successful and most importantly sustainable (Jack Walker et al,). Change management involves detailed planning and effective implantation of the change as well as in depth discussion and inclusion of the people who would be affected by the scheduled change. For change to be effective it should sound realistic, measurable and achievable. For an organization to always adapt to the competitive market environments, change management should be permanent business function that will improve the organization productivity and increase profits.

Change management is the process of preparing and implementing change at both the individual and organisational level in order to achieve organisational success, it provides a structured approach for the individuals in an organisation to adapt to the necessary change (Cameron and Green, 2015). With the current business environment continuously increasing in uncertainty, implementing change can be an extremely challenging process for an organisation. There are two main approaches to change management which are planned change which came around in the 1940’s and emergent change which was developed in the 1980’s (Burnes 2009).

Organizational change is the movement of an organization away from its present state and toward some desired future state to increase its effectiveness. (George et al, pg 567) Organizations need to change in the modern day market place. New technologies, globalization, foreign trade, investments and constantly shifting marketplaces demand the need for flexibility, adaptation, and change. The downside to this is in an organizations employees. People by nature resist change. In a workplace environment, where familiarity is present with an employees set of tasks and processes, change becomes more difficult to introduce and accept. There are basically three groups associated with a resistance to change. They are on an