The Impact Of Change Management On Business Organizations

Fincham and Rhodes (2005, p525) define change management as ‘the leadership and direction of the process of organisational transformation – especially with regard to human aspects and overcoming resistance to change’.

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

Change in an organization can be and usually is difficult for various reasons. Much of the difficulty is in the approach used to initiate change and the willingness to stay engaged and stamina to sustain change through to the end. Organizations can choose to lead by recognizing and implementing change, follow in the shadow of organizations leading the market, or get out of the way by standing still and eventually going under. With this said; if change was easily done and successful for every organization there would be no need for change management specialists and years

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.

The author will employ a combination of two change theories. Kurt Lewis’ Unfreeze-Change-refreeze theory and John Kotter’s 8 Steps of leading change. A summary of the steps is attached below (Taner, R. 2015).

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

Leading and managing change require a solid theoretical foundation. This assignment will research the theoretical elements of change and change management. Addressed will be the following: Organic Evolution of Change, Formulating Strategic Development Approaches, Leadership and Management Skills and Gathering and Analyze Data. As societies continue to evolve and changing demand creates the need for new products and services, businesses often are forced to make changes to stay competitive. The businesses that continue to survive and even thrive are usually the ones that most readily adapt to change. A variety of factors can cause a business to reevaluate its methods of operation. According to literature from the past two

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.

Change management is an important and critical part of leadership and has tremendous business value; with change, it’s important to consider the organization’s mission statement as well as how the change impacts goals and objectives. It is important to know what is driving the change as this is key to all those that are impacted by any change. With change, there is many elements needed and this starts with a change management model which includes planning, communication, and sustainability of the change. All of which, I have facilitated over the years in my role as a

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.

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

It can be described as "a structured approach to the conversion of the individuals, teams and organizations from a current state to a desired future state." The HR magazine suggests that it is the, "Benefits change methods and application of knowledge systems, tools and resources arising from the use of change management is to determine and adopt corporate strategy, structure, processes and technology to respond to internal and external changes conditions to produce. "

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

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