Wait a second!
More handpicked essays just for you.
More handpicked essays just for you.
Impact of ICT on work life
The theory and practice of change management
The theory and practice of change management
Don’t take our word for it - see why 10 million students trust us with their essay needs.
Recommended: Impact of ICT on work life
Change Management
The world in which business operates is changing at a rapid pace. Developments in technology, communications and competition have forced businesses to update their work practices and become globally competitive.
Pressures for change in business can arise internally, that is from staff or management observing current processes, or from external pressures like changes to government policies. There are several pressures currently affecting large organizations in Australia, they are changing markets, technological innovation, Total Quality Management, changes to the nature of industrial relations (where wages and working conditions can be negotiated with staff), flatter organisational structures, HR perspective and environmental issues. These pressures for change must be recognised by management and to effectively manage change, an organization's leaders must enact a change management process.
Effective change management is a three-step process. Psychologist Kurt Lewin identified the first step as ‘Unfreezing the present situation’. The term unfreezing refers to the way in which management must prepare for the change and overcome any resistance that they may face. Resistance to change is human nature, as people are generally reluctant to move from a current, comfortable situation, but this resistance can be overcome using a variety of methods. These methods include communication, participation, support, negotiation, manipulation and threats, ranging from the least severe (communication), to the most severe (threats). The most effective strategy to unfreezing the present situation is to minimise resistance, through the use of open communication channels and participation with employees, without resorting to severe actions.
Once resistance has been overcome and the organization is ready for the change, the next step is ‘Moving to the new state’. This step is the actual implementation of the change itself. New policies are communicated and procedures are re-evaluated. Once the change is implemented, management must work to ‘Refreeze in the new situation’.
This final step is of upmost importance because it will ensure that staff does not drift off into old habits and revert to the old procedures. Management must work to offer support to staff and monitor the new situation and ensure that the process of change was an effective one.
The issu...
... middle of paper ...
...ries to determine whether international campaigns have been effective.
Globalisation can have both positive and negative effects on the internal environment of business. External changes can include increased sales, productivity, market share and profit, but internal changes can have a much greater effect on the day-to-day running of the business and an unprepared manager is vulnerable to the negative effects of globalisation. A frequent area of change in the internal environment is the management (corporate) structure. A company expanding overseas requires more staff, and as such, more managers. It is a common occurrence for organizations to adopt a functional or divisional model with a very large horizontal structure. Divisions may be divided geographically, as departments in each country or continent.
The management style is generally changed when an organization begins to deal with foreign customers. In an effort to appear polite, managers must be aware of local cultures and traditions when working with foreign employees. It may be necessary to use a different style when dealing with employees from other countries where the participative/consultative style is not appropriate.
Leading Change was named the top management book of the year by Management General. There are three major sections in this book. The first section is ¡§the change of problem and its solution¡¨ ; which discusses why firms fail. The second one is ¡§the eight-stage process¡¨ that deals with methods of performing changes. Lastly, ¡§implications for the twenty-first century¡¨ is discussed as the conclusion. The eight stages of process are as followed: (1) Establishing a sense of urgency. (2) Creating the guiding coalition. (3) Developing a vision and a strategy. (4) Communicating the change of vision. (5) Empowering employees for broad-based action. (6) Generating short-term wins. (7) Consolidating gains and producing more changes. (8) Anchoring new approaches in the culture.
Organizations are preserved by change and constant renewal; otherwise, they will stagnate and die (Marquis & Huston, 2015). Leading change can be one of the most challenging tasks for a leader. Many times attempts at change fail because the person trying to implement the change was ill prepared to deal with resistance and used an unstructured
Companies will have to be more transparent with clearly defined, centralized, easily manageable departments, which are cost effective and efficient. For example, one client has determined that 80% of its payroll business processes are the same on a global basis – so they are centralizing their payroll operations to optimize that 80%. . .[Also] Pressure will develop to set global standards. As barriers fall between cross-border interaction, global standards will make the exchange of information and the execution of company policies, standards and objectives easier (“What
Podmoroff (n.d.) describes “When you manage change effectively, you can move your organization into the new "business as usual" state swiftly, and you'll find that other people are quick to accept change”. Change management is frequently directed by a powerful change management model; this provides people with a foundation that can be used to comprehend the process and what is expected of them (Connelly, n.d.). Kurt Lewin’s theory...
Change is something that presses us out of our comfort zone. Change is the only constant. It can happen in any sphere of life. But the most predominant of all changes is Change in the Organizations working methods.
Change is the only constant in life. And therefore it should be understood as part of a continuing work in progress that calls for a much broader canvas that seeks out competing voices, and works with the resulting ambiguities, contradictions and tensions of messy reality (Graetz, F. & Smith, A., 2010). In this submission I try to show that organizational change is majorly based on the environment surrounding it much more than the desire of the members or change agents working in that organization. This view diverts from that of Lippitt, (1958) who suggests that implementing planned organizational changes successfully depends on premeditated interventions intended to modify the functioning of an organization. It also diverts from the traditional approaches to organizational change that generally follow a linear, rational model in which the focus is on controllability under the stewardship of a strong leader or ‘guiding coalition (Collis, 1998). In this discussion therefore, comparison made between the different philosophies of change and I try to show that successful change implantation largely depends on an organizations appreciation of what goes on around it rather than what they have planned as a strategic direction.
Changing situations throughout the world affect all organizations in business today. Therefore, most organizations acknowledge the need to experience change and transformation in order to survive. The key challenges companies face are due to the advancements in technology, the social environment caused by globalization, the pace of competition, and the demands regarding customer expectations. It is difficult to overcome the obstacles involved with change despite all the articles, books, and publications devoted to the topic. People are naturally resistant to fundamental changes and often intimidated by the process; the old traditional patterns and methods are no longer effective.
Managing Change: Who Moved my Cheese? Darrin Ruble National University Managing Change: Who Moved my Cheese? Rashid-Al-Abri (2007) claims that change in the healthcare industry has been a dramatic phenomenon that requires the personnel to accept changes or they will be surpassed by them. Therefore, there is the need to follow the steps of change: evaluation, planning, implementation, and management. The characters are different, but the individual control that these characters display plays a fundamental role in the acceptance and the administration of change.
Unfreezing underscores the need to assess the present situation before change is contemplated. It examines the driving and restraining forces in the change situation that maintains the status quo. This information is essential for unfreezing the current situation and creating a readiness for change among organization members. Movement involves intervening in the situation to change it.
The transformation of a company requires hundreds, sometimes thousands of employees to adopt a new view of its future, a future they must regard as essential. Change management involves managing the process of achieving this future state. Change can be viewed from two vantage points, that of the people making the changes and that of the people experiencing the changes. In the top-down, or strategic viewpoint associated with management, the focus is on technical issues such as the investment required, the processes for implementing the change, how soon the change can be realized, and the outcome. In the bottom-up viewpoint of the employee, the focus is on what the change means to the ...
Change usually comes with resistance in any workplace because change disrupts the employees’ sense of safety and control (Lewis, 2012). Kurt Lewin (1951) created a three step process for assisting employees with organizational Change (Lewis, 2012). The three stages are Unfreeze, Change and Refreeze. These are the steps to a smooth transition for change within organizations. Further, these steps are not possible without good communication from upper Management through line staff. Communication was consistently listed as an issue in surveys conducted by the department.
The change process within any organization can prove to be difficult and very stressful, not only for the employees but also for the management team. Hayes (2014), highlights seven core activities that must take place in order for change to be effective: recognizing the need for change, diagnosing the change and formulating a future state, planning the desired change, implementing the strategies, sustaining the implemented change, managing all those involved and learning from the change. Individually, these steps are comprised of key actions and decisions that must be properly addressed in order to move on to the next step. This paper is going to examine how change managers manage the implementation of change and strategies used
The world is constantly changing in many different ways. Whether it is technological or cultural change is present and inevitable. Organizations are not exempt from change. As a matter of fact, organizations have to change with the world and society in order to be successful. Organizations have to constantly incorporate change in order to have a competitive advantage and satisfy their customers. Organizations use change in order to learn and grow. However, change is not something that can happen in an organization overnight. It has to be thought through and planned. The General Model of Planned Change focuses on what processes are used by the organization to implement change. In the General Model of Planned Change, four steps are used in order to complete the process of change. Entering and Contracting, Diagnosing, Planning and Implementing, and Evaluating and Institutionalizing are the four steps used in order to complete the process of change in an organization. The diagnostic process is one of the most important activities in OD(Cummings, 2009, p. 30).
It is apparent that the only thing constant in business is change. Organizational change is often an overwhelming challenge for business leaders, managers and employees alike. The need for change may be the result of market shifts, economic environment, technology advancements or changing work force skill-set demands. Today Organizational change occurs for reasons that originate external to the organization (Chandler, 1996: Hannan & Freeman, 1984), as well as internal to the organization (Baker 1990: Prechel 1994). Thus, External constraints, internal constraints, resource dependency and increasingly growing competitive markets force organizations to change in order to maximize economic potential. Although organizational changes are usually a response in reaction to an event, companies and leaders should still expect to encounter issues. Organizations need to be more proactive and contingent on how to handle the problems that will inevitably come about. This will make the process of organizational change go smoothly as well as reduce resistance through proper management techniques. Resource dependency argues that both environmental and organizational constraints impact organizational change (Pfeffer & Salancik, 2003).
The first phase is introducing the change in an organization to the employee by justifying the change (Berube, 2012). Change in an organization is necessary to cope with the fast changing environment and meet the organization’s goal. The top-management is responsible to explain clearly the importance of change execute in an organization to the employee. It is necessary since there are some of experience employee is refuse to accept change and senses that change will lower their reputation and position in the working environment. As elaborated by Brown (2011), there will be criticized, ridicule and persecute in change towards any approaches used in introducing change of the organization. At this stage, la...