The Impact Of Change Management On The Organization

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.

Change management can be defined as a framework that is used for managing the consequences of novel business processes and for managing the changes taking place in existing organizational structure or cultural of an enterprise (Reiß, 2012; Rouse, 2008; Elearn, 2007; Creasey, 2012). In addition, some define change management as a structured process, which causes considered changes that need to be reviewed for technological and organizational promptness in a reliable way, which are relaxed or squeezed to regulate the business needs and experiences. In addition, it is also examined that the process of change management helps in communicating the status and existence of changes to all affected

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, if implemented well, has the ability to make transitions positive, possible and profitable. It goes without saying that change is a part of life. From the moment we are born until the moment we pass away, change is occurring in us and around us. That being the case, it needs to be clearly stated that organizations, companies and institutions are much like individuals. No organization is able to exist without the people that work within their walls or the clients that utilize their services or products. If change is inevitable and constant

Change management is the process and techniques to handle the people-side of a change in order to achieve the possible business outcome.

This research can bring benefits to both organisatons and future research. Although there are many studies related with change management, only a few shows how to implement change management according to different characteristics. For example, how to tailor

Change is a common thing that happens all around us on a daily basis sometimes even without us noticing. It can range from family level to international levels, likewise in time frame it can happen on a daily basis, a monthly, yearly or even a decade. In the words of Senior & Fleming (6) Change can be simply defined as process of moving from one state to another. It is this transition that creates distress to the people due to fear of the unknown. We can not stop change but rather we can only manage it. So then what is change management?

Change is an ever present feature in the life of an organization. Change can happen in any forms and sizes, with the aim that it will positively benefit an organization.

For any business in the rapidly evolving world of business, planning and implementing successful organizational change is indispensable. Essentially, organizational change refers to a process whereby an organization strives to optimize performance in order to achieve its ideal state characterized by high performance and profitability (Côté & Mayhew, 2014). Any business would be more likely to lose its competitive edge, as well as fail to meet the demands of its loyal consumers if it doesn’t plan and implement change. Weiss (2012) emphasizes that all organizations ought to embrace change, and it’s imperative to note that successful organizational change doesn’t involve simple process of adjustments; instead it requires appropriate change management capabilities.

Organizational Change Management is the framework for managing new effects or organizational structure or cultural changes within an organization. Any organization can face a change and there are steps that make these changes easier. Some changes can be planned or unplanned, and slow to a radical change. Change can be through customers, suppliers, stakeholders, technology, or employees. You cannot control change but you can react to it in a way that will make it easier to adapt. Every business is out to compete with another and having a strategic plan in place can help a company strive to meet their customer needs. (Repurposed from HRM445-1301B-03, February 21, 2013).

Change management is not a specialist role – it is a core to every role in an organization. Change is anything new involving new ways of working to move in a direction where we provide a sense of reliability with the methods we adopt. Change Management refers to any approach to deal with transitioning people, groups, and associations using the techniques expected to re-coordinate the use of resources, business process, budget allocations, or different methods of operation that altogether reshape an organization or association. Organizational Change Management (OCM) considers the full association and finds out what needs to be transformed. Change management is, subsequently, an exceptionally wide field, and a way to deal with overseeing change shift broadly, from organization to organization and from project to project. Many organizations and experts refer to formal change management philosophies. Change can be a period of opportunities for a few and a period of loss, disturbance or danger for others. Change management also focuses on how people are affected by a change in an organization. It deals with many types of disciplines and explains different process of evolution of change in it. In the context of this company which is based in Lowerhutt, Wellington, company plans to setup new satellite offices in Auckland and Canterbury where a different management style would prevail and seems as a change in current line of management. Also

According to Cialdini, the success of leaders, executives, managers, and salespeople is measured by their capacity to complete goals. Those objectives are met, more often than not, by reasoning, persuading and stimulating others to share a vision and follow a common purpose. We live in a world where those who are the most influential are the most prosperous. Therefore, organizations need to understand the factors that cause one individual or employee to conform to another’s wish or action of some kind. Our world has become increasingly competitive and unpredictable; especially, amongst organizations and businesses alike. As a result, organizations are often forced to change their strategic direction to remain competitive in today’s

In this paper, I am going to critically discuss a few examples of organisational change which I have personally experienced while completing a summer internship in an international logistics and transport company called UAB Transimeksa. The main purpose of this essay is to analyse the experience of organisational change management in relation to applying multiple perspective theories and models which will help critically evaluate and present reasoned arguments of effective change management. In doing so, this paper will be divided into three parts. The first and second part will focus on reviewing my experience of organisational change related to two different themes which are change leadership and organisational culture. The third part of

Change management is defined as a series and sequence of activities involved in the application of a structured process or a number of tools for leading the human resources side of change in any organization to achieve a desired objective within a stage of an environmental factor caused or imposed the change of the organization’s strategy and process to continue its business or withdraw from the market mainly in a very competitive business competitive environment. This definition of change management is in part advanced by Prosci, a qualified foundation which provides a world-renowned change management training programs and tools. Prosci owns and manages the Change Management Learning Center (www.change-management.com.)