Organizational Change Management

A Human Resource professional needs to be aware of a multitude of methods and concepts when it comes to managing organizational change. There is not just one set procedure on how to make change happen efficiently and effectively. It is imperative that all aspects of the change process receive attention in order to create a unified entity. Although all concepts in managing change are important, this paper will focus on three essential concepts that have been learned throughout the course and how those concepts work together to ensure a successful change initiative. Followed by a personal action plan, which will detail how the knowledge from this class will be beneficial in the real world.
One of the most important steps in creating change is learning why organizations need change in the first place. It would be easy for companies to continuously stick with what is familiar to them, however, that is not always the best method to promote and expand their business. With a growing economy and technology changing practically by the minute, it is necessary for mangers to transform their organizations accordingly in order to sustain business. Pressures have a large role in forcing organizations to change. They emerge both internally and externally on an organization. A successful change manager is one that can understand these pressures and how to turn them into an achievable change.
Knowing about resistance to change is also essential. Not just knowing how to overcome it, but knowing the signs and the reasoning behind the resistance are critical. Being perceptive is an important trait to have at this point. By nature, people resist change because of its unfamiliarity. Change managers must be able to decipher whether there is resista...

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...non-profit that will help the population served or looking at the driving and resisting forces from Lewin’s Force Field Analysis. I am sure that at some point I will be creating a sense of urgency, using a diagnostic model to identify problems, or choosing the best communication strategy to share the necessary information.
Although I am currently in an organization that rarely ever goes through a change, it is interesting to look at where there should be some changes and map out how I would go about making those changes. The information can even be related to situations where a change is not necessarily in order. I have found it interesting to look at the different change agents roles and match those characters to someone in my organization.

Works Cited

Palmer, I., Dunford, R. & Akin, G. (2009). Managing organizational change (2nd Ed.) McGraw- Hill: Irwin, N.Y.