Managing Change Essay

Managing Change Essay
"Managing Change"
Massive change is impacting on all facets of society, creating new dimensions and great uncertainty. Instant communication, super small high–tech
equipments, the globalization movement, the deadly terrorist attacks in the U.S., the emerging of foreign investments in China nation are all the
changing dimensions of the world. These are few of the changes which have occurred around last two decades. The issue facing people in business
today is how to manage such changes.
The origin of one change has an impact on other origin of changes. For example, technological break thorough of the communication in computers
resulted in tremendous change of behavioral...show more content...
Scott and Jaffe (1995) point that organizations and individual must operate in the environment exist today and will exist in the future .The main thrust
is to identify, classify, and organize such environment. Then the task is to provide guidelines and prescriptions for organizations and individuals, to
manage such environment in effect manage change.
AN OVERVIEW OF CHANGE
Every facet of life from behavioral ethics to organizational and even national survival is undergoing change as forces external to facet changes. Three
origins of change such as:
1. Institutional–structural
2. Technological
3. Social–behavioral
Almost any change in the management of the organization falls under the structural change category. The implementation of new pay incentives, an
affirmative action program, and a move from functional to product structure are all examples of structural changes. Successful structural changes are
accomplished from the top down. The experts of administrative or structural improvement originate at upper middle to top managers.
Technology change relates to the organization's way of doing its work. A good example of technological change is the adoption of robotics to improve
production efficiency in the automobile industry. Technological

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Change Management Essay
What a manager does and how it is done can be categorised by Henri Fayol's four functions of management: Planning, Organising, Leading and
Controlling. Through these functions managers can be catalysts for change or by definition change agents – "People who act as catalysts and manage
the change process." (Robbins, Bergman, Stagg and Coulter, 2000, p.438) Wether performing the role of the change agent or not, change is anintegral
part of a manager's job. Change is "An alteration in people, structure or technology." (Robbins et al., 2000, p.437) Change occurs within and around
organisations today at an unprecedented speed and complexity. Change poses threats and creates opportunities. The fact that change creates
opportunities is reason...show more content...
The staff will need to learn how to use the new equipment and it may affect the duties required of them. Their jobs may have to be redesigned. New
company strategies, which may involve the change in management practices, enterprise agreements and industrial relations, will create a vast variety of
needs for change. So will the attitudes of the workers. In fact employee attitudes can create the need for new company strategies in the case of job
dissatisfaction, poor team spirit, lack of commitment and job insecurity.
External forces affecting an organisation demand change by creating threats and opportunities. The organisation it compelled to respond to these threats
and opportunities. These external forces are apparent in many of the segments of the organisations external environment. These include political–legal,
technological, economic, marketplace and sociocultural dimensions.
The political–legal environment is that which consists of government bodies, pressure groups and laws. It is pertinent for companies to keep abreast of
and change in political environment because these changes can have dramatic effect. Change in political environment can see legislation introduced
that will not make selling or providing a product feasible or somewhat difficult. There are many political factors and laws that can affect business.
Pricing, competition, fair trade packaging, labelling, advertising, product safety and minimum wages can all affect business. The

Change Management
"Change is the only constant, we are told" in the twenty–first century marketplace(Ojala, 1997, p.1). In order for many companies, organizations, or
institutions to stay competitive in their fields, they must be prepared for change and the effects of that change. According to a 1994 American
Management Association and Deliotte & Touche LLP study "approximately 84% of American companies" are experiencing some type of change
(Carson, 1998, p.1). Change management helps companies predict, institute, guide, facilitate, and evaluate change. Change management is "the focus
of the change project (or initiative), whether it be to bring about alterations at the individual, group...or organizational level"(Henderson and...show
more content...
"New and innovative technologies, along with process improvements, add value to organizations...[and] introduce change"(Puccinelli, 1998, p.1).
Economic factors such as "interest rates and inflation" can wreak havoc on organizations despite their own internal "economic systems" (Carson, 1998,
p.1). Organizations must also be aware of "legal–political element[s] that develop under the "legal and governmental systems within which an
organization must function"(Carson, 1998, p.1). For instance, many companies must shift their attitudes or change their products as society pressures
political systems to change with their new attitudes. The lawsuits against tobacco companies are a perfect example of organizational change forced by
litigation and politics. Furthermore, organizations must be prepared to face "socio–cultural element[s]"(Carson, 1998, p.1) that will influence who
works for them and who buys their products as America becomes more culturally diverse and the members of the job market shift. All of these factors
bring shifts in "norms, values, beliefs and behaviors" with which every organization must cope (Carson, 1998, p.2). And lastly, organizations must cope
with

Change Management
LITERATURE REVIEW ESSAY As competitions within the global market continue to intensify, change is arguably the only element that ensures
organisation survival. Nadler and Tushman (1986) supported the view that organisations must accept change as the corporate way of life to remain
competitive. Albeit the notion "change or else perish" sounded relatively simple, it can be difficult to execute to perfection given that change comes in
many shapes and forms. Meyerson (2001) stipulated that there is no one right way to manage change and what work for one individual under one set
of circumstances may not work for others under different conditions. In other words, there is no one panacea to managing change. In the subsequent
parts of this...show more content...
Convergent and Revolutionary/Episodic Change: Element Transformation – Changes at this level involves a revolutionary shift but not in a radical
reconfiguration to the organisation system. The changes are mostly concentrated at the organisation's subsystems or elements where the overall
organisation can gain by its effectiveness (Roberts, 1998). Radical and Revolutionary/Episodic Change: System Transformation– "Revolutionary or
episodic change is often viewed as a response to planned replacement whereby a new structure, strategy or program replaces an old one. The planned
replacements of episodic change are distinct interruptions intended to negate and remove a previous condition" (Ford & Ford, 1994). "Changes
at this level usually happen relatively quickly as a result of a major episode or crisis which command radical approach to overcome organisation
inertia" (Plowman et al, 2007). Dunphy and Stance (1993) further characterised such change as corporate transformation where frame breaking shift in
business strategy and revolutionary changes throughout the entire organisation are needed to form a new desired end state. Roberts (1998) stated that
the four types of change are not necessarily mutually exclusive and it is possible to combine types of change into an overarching theory of change where

Change Management
Change is not something to be taken lightly. "This issue of change is one of the greatest challenges in the workplace today" (Fralix, P., 1998). One of
the pitfalls of change within an organization is employees' fear of what change will bring. Will implementing new technologies destroy my job? Will I
be able to keep up with the changes in my organization? These are some of the questions that bring about employee apprehension to changes in
business. This very apprehension can determine the success or the failure of change within that system. Yet change is inevitable. Much like the
Darwinian theory of survival, the company that can adapt with changes in emerging technologies will survive in today's society. So how...show more
content...
Since change is inevitable, ongoing process, these management levers must constantly be altered also (1997).
Even though this is not an altogether accurate definition from an instructional technology standpoint, it does contain factors about change management.
Most companies are concerned with aligning themselves with their marketplace. Who hasn't seen a PetSmart or a KayBee's commercial where the
consumer may order his/her toys for either pet or human online. These corporations have aligned themselves to their marketplace––Ebusiness. Another
factor in change management is the tools to accomplish this smooth transition. Most companies will agree that one must look at strategy, operations of
the actual and the optimal systems, culture of the work environment, and incentives to those who facilitate the smooth changes. Also change is an
ongoing process, so management of that change is also going to be an ongoing process. In order to prepare for change within the company, it is
important to identify any destabilizing forces that bring about change.
"Change can be stimulated by three specific forces external and three specific internal forces to the organization
External Forces
Society Political/legal environment Technological developments
Internal Forces

Membership in professional associations New organizational

Change Management
"Toto, I've got a feeling that we're not in Kansas any more."
Dorothy, Wizard of Oz
Over the past few decades, large–scale organizational change has become a way of life in American business. Many organizational changes, however,
have failed to deliver promises of increased productivity and morale, decreased costs, decreased waste , and increased customer satisfaction. A
common theme among these failures is a lack of understanding of the power of the collective human system to obstruct the progress of initiatives. The
result has been to reinforce fear, defensiveness, and cynicism among workers toward change efforts (Dooley, 1998).
Failure of an organizational change for businesses has both short term and...show more content...
They ask themselves, "Where did this come from?", "What is going on?", "I didn't know anything about this!", or "This isn't what I agreed to!"
(Department of Defense, __ ).
After the shock of the new situation has passed, most people, if they view the change as a negative impact on their personal situation, become very
angry. They may begin to talk about the new situation in very negative terms, such as, "It won't work!" or "I'm not going to support this!" This
anger, if not addressed, may lead to some workers actually trying to sabotage the change process. A person going through this phase will make up
excuses why they should not be held accountable for anything that goes wrong with the organization as a result of the change such as "Don't blame
me if it doesn't work!" Once workers have accepted the change as real and that it is going to happen, they begin to rationalize their role in the new
situation (Department of Defense, ___ ).
Productivity will also fluctuate during change. Productivity, at a given level before change, will drop during the period of transition. After the change
is complete, this level should rise to a new higher level (Wakulczyk, 1995).
As organizations change more frequently and radically, the training profession is getting more deeply involved in the change process. Trainers used to

assist an organization change by teaching the skills needed to carry it out, as determined by

Change Management Plan
No matter which type of industry is discussed В– change management is an essential component in today's ever–changing business environment. To
better understand this concept it should be recognized that change management is not just a task to be checked off and considered finished В– instead,
it is a constant process that should be undertaken with a sense of urgency, implemented swiftly, and monitored continuously to ensure a successful
transformation. To illustrate the knowledge of thechange management process throughout the simulation, the learner is assigned the task of providing
the information necessary to build a culture in which to sustain change. Using the key concepts identified throughout the course is...show more content...
The change at CrysTel will not come without a price. Developing, implementing, operating, and marketing new technologies will require substantial
capitol investment and a degree of risk–taking. It seems that after all the above conditions have been put into place that it falls on the shoulders of the
Sales and Delivery department to ensure that the investments pay off in the form of financial returns В– unfortunately this department is identified as
one of the weakest based on the behavioral parameters of: leading by example; risk–taking; and resolving conflicts. Ironically, it was the suggestion of
T.J. Smith, Vice President of Sales and Delivery, to commission an Employee Satisfaction Survey in which the above weaknesses were identified.
These weaknesses of the department will need to be addressed and the employees associated with it require additional training.
Select an appropriate change model for CrysTel. Develop a plan that addresses human variables and potential resistance to change. Be sure to include
contingency strategies for managing any resistance.
Resistance to change will derail even the best laid plans if not identified and dealt with in a positive, re–enforcing manner. In Organizational Behavior
6th Edition, resistance to change is defined as, "an emotional/behavioral response to real or imagined threats to an

Management Of Change Essay
Introducing a new concept of work practice to an organization means changes have to occur in order to accommodate it. This would lead to
organizational changes and may disrupt work patterns. Often, a change is necessary if an organization means to be competitive, and unless new ways
and methods are developed and introduced, an organization may find itself lagging and not competitive. Benchmarking is one of those concepts that
aim to improve work practices and achieve optimum results. Because change can bring negative connotations, it is important to take careful steps to
effect change without major disruption to employees who would, more likely, be resistant to a new concept that may threaten their work comfort zone.
So, effective...show more content...
There are many factors that have to be considered prior to implementation of change in an organization, in this case a hospital. Employees in an
organization, such as a hospital, are likely to resist changes. So it is inevitable that some obstacles will appear when benchmarking is introduced. The
resistance to change is often generated by the lack of understanding of the proposed change, so, providing training to people affected by the change
would help reduce their resistance and make the change more acceptable. (Massey & Williams, 2006) argues that when management provides
employees with guidance and training then they are more likely to be accepting of change and taking responsibility, ownership and commitment to the
new working environment. When the benefits of benchmarking to employees are outlined, whereby their work will be easier and their product would
be more optimal, then they are likely to recognize the need for the introduction of the proposed system. (Massey & Williams, 2006) states that the
aforementioned argument would lead employees to agree that their workplace needs the change and what follows will be a discussion on how to make
the process and the job easier to perform. Ensuring that employees are well informed about the nature of the proposed changes and the expectations of
their organization management of them in implementing the change is

Change Management The purpose of this paper is to discuss organizational change and the management of that change. I will talk about the different
drivers of change, the factors a leader needs to weigh to implement change effectively, the various resistances a leader may encounter while trying to
implement change, and how various leadership styles will effect the realization of change. I will also discuss the knowledge I have gained through the
completion of this assignment and how I think it might affect the way I manage change in my workplace.
Drivers for change come in two categories, internal and external. In the simulation, "Organization Structure", the pretence was that the stagnating
system integration market, lead the CEO to...show more content...
This employee was not an outsider that was helping out, but rather someone in the company who was trained to fill a specific duty. His leaving pressed
the manager or leader into making adjustments to the way operations would be carried out without the use of his talents. These adjustments included
rotating personnel through various positions to upgrade their training and skill level.
Before effective change can be made in any organization, there are certain factors that need to be weighed. First, a clear–cut objective needs to be in
place. As with any change, without a goal one flounders, and will surely have difficulty making any rewarding progress. A leader must also consider
how the change will affect the personnel who are needed to bring about the change. A long time officer of the organization will not be amiable to
phasing out her duties in the name of progress no matter how dedicated to the company she may be. Without first considering this issue, a leader is
sure to run into resistance and perhaps sabotage while trying to advance a project.
Other factors to be watchful for are the time line and costs of the change, and how employee development will be carried out. Will there be a need for
on–the–job training, or are formal classes going to have to be conducted?
Resistance is an obstacle that gets in the way whenever change is

Change Management Essay example
Change Management
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. Kurt Lewin's three–phase model of change is described as unfreeze, move or change, and refreeze. In simplified terms of most...show
more content...
The Tichy Strategic Alignment Process focuses onstrategic management areas and tools set up in a grid of three blocks across and three blocks down
each in representation of a particular area which are as follows, managerial tools are horizontal, mission and strategy, organizational structure, and
human resource management. The managerial areas are vertical being the technical system, political system and cultural system (Organizational
Development Network ODN.com, 2004.) Several internal and external drivers have pushed Synergetic Solutions Inc., (SSI) in a direction to implement
organizational change. To begin with there has been a stagnation of the systems integration market, industry standards for system building, selling and
reselling and system networking solutions have made significant process improvements, and finally productivity and absenteeism are declining
(Organizational Structure Simulation, 2004.) In application of the Lewin's three–phase model because of these drivers of change, it is now time to
unfreeze the current processes (McShane, S. 2002.) In the Burke–Litwin Model of Organizational Performance and Change theory, the application
process has begun with the strategic initiatives by Harold Redd (CFO), implementation of growth targets, employee involvement in productivity and
absenteeism and forays to networking solutions (George, H. 1992.) In application of Tichy Strategic Alignment Process model

Change is an integral part of any organization that needs to keep abreast of its competitors in the business. It is important since it is the process through
which an organization embraces new ideas or technology for running a business and quits using old–fashioned ways that have proved not to be
working. The process of change management is a very crucial one since it determines the success or failure of the change. People fear change, and it is
very important that steps are taken towards making them embrace this change and be part and parcel of the change process. This essay delves into the
recent structural change that General Electric Company had in its subsidiary, in India.
Change in the management of an organization automatically...show more content...
It is a process that encountered many challenges, most notably, a huge resistance for it to take place.
There are a couple of reasons that drove Flannery to adopt this new organizational structure. Among them was to decentralize power and make the G.E
Indian subsidiary more autonomous. In the matrix structure, power was centralized. The country head's involvement in running the business was
reduced since they even the business heads in their own countries would directly report at Fairfield. This left their hands tied as to the influence they
could exert on the business heads for better performance of the organization. The aspect of also constrained autonomy comes to play in the matrix
structure when business heads who are in very far countries report at the headquarters, meaning that the headquarters are responsible even for the
decisions on the ground (Ganguly, 2012). Flannery saw the need to change this so that the G.E Indian subsidiary would be autonomous, so as to reduce
bureaucracy and quicken decision making processes. This change was also necessary to improve the relations of the departmental heads and the
Country head through constant communication, consequently creating the team work spirit necessary for successful business operations.
The process of bringing in the change was a difficult one, John Flannery admitted. The three change management processes dubbed Lewin's Change
Management Model

Managing Change Essay

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