The Change Management Process Is A Planned Approach For An Organization Point Of View And At Individual Level

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

Change management is designed to ensure the effective transition of an organization and its people from the current to future states, and is about effectively leading and managing individuals, teams and organization to successfully adopt the changes needed to achieve required or desired business results.

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

The change management plan is a very important process that helps a business owner. The plan is used when an organization wants to implement some change to a process or to a system. It ensures that the plan is effectively implemented. As much as the plan is important it is designed to be used alongside the project plan. The management plan is divided into six steps or 3 stages. The 3 stages are Stage A (step 1, 2, 3), Stage B (step 4, 5), Stage C (step 6). They are all broken down into steps as follows.

Life in the 21st century is all about change. People face change in some fashion in their personal and professional lives almost on a daily basis. How successful they are in both our personal and professional lives depend a great deal on how easily they can adapt to these changes. Organizations are also susceptible to frequent and oftentimes rapid changes. CrysTel, a telecommunications company, is just such an organization. CrysTel faces both technological and administrative changes regularly due to the telecommunication industry’s rapid and frequent advances. CrysTel employs 2,500 employees and offer products such as data cables, wireless solutions, and network development. (Apollo Group Inc, 2004)

In the literature review an existing research on change management in healthcare to support identification prioty for affecting change in Canadian healthcares. The main aim was to support mien son Centre center for Business Research in health care change management for healthcare policy workshop that is being done through funding from Canadian Institute of health Research Planning Grant. The workshop main goal is the interaction between queen Faculty of health sciences and school of policy studies that acquires knowledge all challenges facing health care system. In key sector stakeholders that are meant to develop vision for partner oriented research on health care policy reform. The research consists of review of literature in change management health care and business. The search terms include change management health care, change health and it can be managed and change management health.

Change is often resisted at both the individual and organizational levels despite the potential for positive outcomes. The reasons for this are varied and the process of identifying them can be difficult. Robbins and Judge note that most organizations have developed practices and procedures over an extended period and being based on behaviors to which employees are strongly committed are by and large stable.

The need to quickly implement far-reaching and often complex strategic change has led many managers and change agents to search for simple solutions and the one right way.... The appealing aspect of the promise held out for these types of change technologies is that they can absolve the manager from the onerous task of critically reviewing the full range of other competing approaches or devising a custom-made change program. They cut through complexity. However the offer is often illusory, for particular change approaches usually apply to particular situations, and simple solutions sometimes ignore the complexities of real life.

Changes are everywhere (APM, 2006). Without changes, our society will not make any progress. Change management is an important part in project management and it is related with all industries. Projects bring about changes. Change management improves the efficiency of the organisation and help the project teams save time and money. In past studies, researchers have not considered how change management varies in different sectors. Some researchers tend to state that a framework can be used to manage change. However, different industries have their own characteristics and there is no one approach which is suitable for all projects. Therefore, it is important to think about the differences and come up with more effective ways to manage change

Organizational change management is the outline for managing the change management strategy. It also helps with the corporate processes for structural and cultural changes of Blue Cross Blue Shield. Change management helps our organization realize why the change was essential so that we can accept all changes and goals to move forward. Change in our organization is good for all of the employees since it will help them gain new skills and competencies and this in fact is an organizational goal of the company. The first step for our change management strategy is creating urgency. For this change to occur, the whole establishment needs to be on board and really wants it. Developing a sense of urgency around the need for change can trigger the initial motivation to get things moving. Without motivation, individuals will not help and the efforts for the change will not go anywhere (Kotter, 1995, p. 60). Managing change across the board if it is not done correctly can be damaging. The second step is to convince our employees that change is necessary. This frequently takes strong management and noticeable support from important people within our organization. Dealing with change is not enough one will have to lead everyone in this process. Once shaped our change partnership or coalition needs to work together as team and continue to build urgency round the need for change. Our goal is to be successful. It requires that our organization gets all of the knowledge it can so

Soon after my departure from Unicef, I started working with a consulting firm that was having difficulties with their human resource outsourcing and recruitment department as it was losing clients and revenues for 3 consecutive years. I was tasked with evaluating, proposing and implementing changes that would result in a restructured department and greater synergy in order to render the department solvable. The challenge in itself was quite valuable and I was grateful for the opportunity. I had never implemented changes within an organization before however I had participated in organizational change and had always understood the reasons and had never resisted the changes. I came into the organization with a positive attitude and with a bit of naivety, excited with the idea of digging into the issues and changing things around. At the time I was not yet introduced to the different change management models that would have provided a better understanding of the logic behind employee resistance to change. Consequently I believe that the board and I were ill equipped to understand and process employee reactions. Thinking back, Elizabeth Kubler-Ross’s Five Stages of Grief and Loss would have been a great tool to have as it perfectly depicted the challenges we had encountered.

Change management is an approach ofmodifying people, teams and organizations from the present status to a future preferred status in order toimplement 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, successfuland most importantly sustainable (Jack Walker et al, 2007). Change management involves detailed planning and effective implantation of the change as well as in depth discussionand 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 planning, organising, leading and controlling a change process in an organisation to improve its performance as well as to achieve organisational goals. According to Ha (2015), it is a challenging, complex and continuous process that needs a specifics skill for leaders and managers. In fact this is important for change managers to identify the five key questions; Why? Who? What? How? When? And attend to them very carefully, because it can impact on the company’s business performance and sustainability. At the same time they must engage their stakeholders when they do any change to the business (Ha, 2015, p. xx).

The restaurant has undergone several staff changes during the last year and appears to have a turnover of staff issue mainly with the chef and waitress positions. The manager and assistant manager both know that this is causing a negative impact on the whole team and the operational side of the organisation has shown signs of not reaching the necessary standards set for satisfactory customer service. In the current team only the manager and assistant manager has been employed there longer than twelve months.

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