Management Of Change Essay

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
Get more content on HelpWriting.net

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 Management Questionnaire
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...show more content...
Communication with employees at all levels is key, even if the news is bad continually communicate again this makes the employee still feel s/he is
valuable to the organization, reduces absenteeism and keeps them aware of the continued changes. Awareness to the strengths and weaknesses each
individual as they will be the producers to attain any new goals or targets placed on them. Encourage feedback, even if it is not what you want to
hear, everyone wants to feel his or her opinion really makes a difference and is heard. Expect resistance, not everyone is adaptable to change; changes
may not work the first time and may need further adjustments. Facilitate organizational learning teach members of the staff what all the organizational
processes (Bowers, T. 2004.)
According to S. McShane author of Organizational Behavior, many organizational behavior scholars, suggest that employee resistance represents
symptoms of underlying restraining forces and should be removed. Employees may be concerned about the consequences of change, like how the new
conditions can take away their power and status. Others may be worried about the process of change itself, which can the effort required to break old
habits and learn the new skills. The listed main reasons are listed as: direct cost, saving face, fear of the unknown, breaking routines, incongruent
organizational systems, and team dynamics. Brief examination of these reasons follows; with direct

Change Management Analysis Essay
Background
The implicit change model held by the agent is a mix of a Coach and Navigator.
The reasons for the change The pressure for change arose from environmental pressures in the industry. There were slight fashion pressures facing the
company. Many companies in the industry were implementing quality programs. There was also the reputation and credibility pressure present.
Internally, there were forces pushing the need for change. The company had been growing at a fast pace, both in terms of revenue, staff, and products.
Revenue and profits were growing at a rate of 40% a year for the past three years. As the change program was in the developmental stage, it was
documented that the company was incurring one or...show more content...
Not all suppliers resisted the quality control program. One supplier agreed with the need for the change. The supplier felt the program would help raise
his company's awareness of quality control and help them identify areas for improvement within their own company. He also felt that it would help
them identify customer requirements. This supplier implemented the program almost seamlessly within a week. The program only added an additional
half an hour week onto their workload. They realized this change would provide them with more security, money, responsibility, better working
conditions, self–satisfaction, better personal contacts, and eventually reduce rework.
Another supplier would always agree that the program was a good idea, but do little until pushed to do so. He was semi–retired and didn't have much
motivation to implement changes. One factory thought the change was a good idea and began implementing the process, but the management of the
factory did not execute. However, once additional staff from the change agent's organization was hired to do the work for the factory in China, the
quality program was implemented via them.
The main supplier displayed the most signs of resistance to change. It appears that this supplier resisted the change for many reasons. This supplier had
a lack of conviction that this quality control

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
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 Theory Essay
This presentation's theme is a simulation involving a fictional organization in an industry of interest, which is engaging a consulting company with
expertise in the analysis of corporate management. The analysis includes evaluating the client's management practices and providing recommendations
on potential change management techniques, which may improve the processes the company employs when transitioning to a new technology. Goal of
change management process is the improvement of an implementation tempered by bottom–line realities. The agenda for the presentation includes the
problem statement, the engagement scope, company's change management history, discussion of change management techniques, the proposed
solution recommendation, and...show more content...
Engagement scope
JPC is engaging Smith Consulting to perform: a root–cause analysis of the issues, provide a report of the findings, determine potential solutions to the
findings, a solution implementation approach, monitor the organization's performance, recommend incremental changes to achieve the corporate goals.
This scope includes exploring the design and integration process, use of the project and change management, and recommendations for additional
organizational changes. The range of areas to investigate includes human resources, engineering, operations, and organizational leadership.
Company's change management history
The company over the last 10 years has implemented various projects to provide the unique systems required for a specific client. The lead–time
between a client awarding a project and the time the project commences is typically less than ten days. With the lead–time to purchase and install the
equipment and software, the operators typically only have a couple of days to learn the product, and unless the product is an update to a product
currently in use, developing expertise does not occur. The reasoning for this reactive process is the goal for management and sales is to capture the
clients.
Considering the problem and the company's history, a need to change the organization's approach of acquiring and delivering equipment, systems, and
operations for clients may be necessary. The results of the engagement indicate the bidding on

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

Essay about Change Management
Managing and Maintaining Change
Change itself is the only constant for organizations that hope to have a full lifespan. While small changes occur with regularity, a wholesale
transformation or quantum evolutionary leap sometimes becomes necessary. Without the full support of staff and management, such fundamental
shifts are challenging, perhaps even impossible to orchestrate successfully. Part of gaining that support lies in managing change effectively. Haphazard
change cannot breed confidence, but directional, managed change that follows a logical progression carries the entire organization forward.
The process outlined in John Kotter's 1996 book from Harvard Business School Press, "Leading Change," defines an eight–step program...show more
content...
How well the directors of change motivate the rest of the organization using a firm understanding of human nature.
How changes are implemented – the logistics behind the transformation.
These four cornerstones shape the eight–phase plan for managing transformational change.
Phase 1: Defining the Urgent Need for Change
Successful change management depends on ensuring that everyone in the organization understands the need for a major change. The principle of inertia
influences organizations as much as it governs physics; maintaining a constant direction feels simpler, so you must communicate sufficient urgency to
overcome that inertia. The more cogently you present the case for making dramatic changes, the greater the likelihood that your staff will support them.
Researchers of change management strategies estimate that three–quarters of your managerial staff must embrace the need for a transformation to make
that change take place.
Creating urgency about changes builds support for the shift. Make this sense of mounting urgency for transformation the banner around which your
organization rallies. Jack Welch, the chair of General Electric throughout the 1980s, honed his skill at developing urgency to a keen edge. His
management techniques allowed him to restructure the company dramatically throughout the decade, and although he was a polarizing figure for his

methods, he created a model for success that transmogrified a staid behemoth of a

Change Management Plan Paper
Running head: CHANGE MANAGEMENT PLAN Change Management Plan Paper University of Phoenix Change Management Plan Paper This
paper will discuss CrysTel a telecommunication company that has come to the realization that they need to develop a corporate culture that can
support constant change. The first topic reviewed will be the Implications of Organizational Change and associated impact on employee behavior. The
next topic the paper will discuss is the proposed change model and the potential impact that human variables and resistance to change will have on the
process. The paper will review CrysTel will address employee reaction to the change specifically resistance to the change. The third topic, Measures to
Monitor Progress will...show more content...
Human Variables of Change Implementation Based on the results of the Employee Survey, Climate Survey combined with the input of the CrysTel
executive team the decision is to implement a Plan Do–Check–Act (PDCA) change model. "Though there are no specific rules associated with the
model, it does focus on a never ending cycle of transformation just as organizations or groups have cycles of growth, stagnation and productivity. This
cycle of transformation is an iterative process that requires planning, testing, checking and acting on a continuous basis that propel an organization or
group" Rothwell& Sullivan & McLean, (1995). It is specifically the fact that of the PDCA model of no set rules and the never–ending change cycle
that make this model best candidate for creating the new change culture for CrysTel. By the process being fluid CrysTel will be able to tailor the
model to address the needs of each department. The company will spend the first part of the process developing the processes to identify and address
variables and the inevitable resistance to change. To successfully manage resistance to change CrysTel will first need to identify resistance which as
cited in Atkinson, P. (2005) "The nature of resistance is that, generally speaking, we do not experience it actively and publicly. Its presence is often
displayed covertly, even passively." Once

Change Management: Critical Review
Introduction
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 management has been defined in several ways, but according to Hayes (2005) change management is the systematic approach and application
of knowledge, tools, and...show more content...
Technology can range form simple office machines, ICT equipments, to heavy production machinery.
Government policy – business units exist in environments which have their own developed regulatory and legislation systems. This means sometimes
government policies may change at any time affecting the organisation either positively or negatively. For example government enactment of new law
on new wage guidelines may prompt the Human Resources department of an organisation to revise their pay scales.
Economics – organisations operate in environments that have dynamic economic cycles. This necessitates change so as to keep a breast with
prevailing economic trends. Good examples include economic cycles, unemployment rates, inflation and even foreign exchange rates. For instance high
inflation rates reduce disposable incomes of households thus lowering their purchasing powers. This may signal the production department to come up
with new product that meets the demand of consumers (British Journal of Management, 67).
[pic]
Context of Change: Courtesy of Osborne and Brown (105) Organizational change management
Resistance to change is one of the biggest barriers that organizations face in their efforts to implement organizational change. This greatly hampers the
uptake of new technologies, new ways of doing work and even progress of organizations. Reviewing on this, the British Journal of

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

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

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
"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

Essay about Change Management
How employees within an organization can attempt to resist and block change without displaying overt opposition?
Introduction
We live in a turbulent world were every day the rising sun brings in new inventions and discoveries. The world has gone global and no place is big
or small today. Technology is growing at an alarming pace and things are changing at the blink of the eye. Your new mobile model turns old the
another day. That's the speed of change. That's the story of competition, Survival of the fittest. Everyday we see newer and newer models of cars,
mobiles, laptops, other electronics gadgets, in the market.
What is all this? This is change. Today in the 21st century the speed of change is in the top gear. Nowadays we see...show more content...
Organisation have to be adaptable to chance rather than being rigid and stiff. Nothing is constant in today's enviroment, the gainers can become the
losers and losers can become the gainers. It's matter of how adaptable are the companies to the changing phenomena.
Although change management has become a common style of management nowadays the success of Change management is not that enormous.
Many cases are seen of the failure of well organized change management. What is the reason behind the failure of change management? Companies
are overlooking the human element in change. People are the biggest asset of any organization overlooking them can result in repenting latter.
Managers when queried about the reason of failure the common words that were heard were , " I must have explained the goal properly to the
employees", " I must have involved more people", " I should have spend time with more people", " I should have paid attention to the signals of
employees"..... More and more companies have realized the importance of human side of change and are constantly working on it.
Analyzing human beings
Soul and ego Human beings are rational beings, the most complex of organisms, and analyzing humans is a tough job. To study the human Dynamics it
becomes crucial to understand the two important factors in human's being the "ego" and the

Executive Summary : The Change Management
Executive summary APM is a small company specialized in the sale of Asian movies in Sheffield and Barnsley. Because of fierce competitions from the
environment, the management of the company made up mind to utilize one brand new information system and to promote the company's business
online. Currently, there are problems interfering the organization's implementation of the new information system. Based on the consultancy document,
one change management project has been proposed to this company so that they can prepare themselves to implement the system and prevent the
system from failure during the post–implementation. The change management project consists of four sections: introduction, definition of anticipated
problems, change management interventions and summary and conclusions: Introduction part gives basic information about APM Company
describing domain problems that APM is facing with, and it lists the user requirement containing specific name and detailed descriptions. Definition of
anticipated problems part describes that once the new system comes into use, what kind of problems it will bring to the company. This part gives more
details to describe specific problems would happen in these three levels: organizational level, technological level, and individual level. Change
management part is the most important part is this project report. This part shows the way to eliminate the anticipated and potential problems in two
dimensions: techno–structural

Essay on Organizational Change Management
Organizational Change Management
Significant organizational change occurs when an organization changes its overall strategy for success, adds or removes a major section or practice,
and/or wants to change the very nature by which it operates. It also occurs when an organization evolves through various life cycles, just like people
must successfully evolve through life cycles. For organizations to develop, they often must undergo significant change at various points in their
development; hence the topic of organizational change and development has become widespread in communications about business, organizations,
leadership and management.
Find and idea that fits the business needs.
Every process should increase organizational value...show more content...
In support of principle one, the practice that must accompany it is to align the goals of a change effort with organizational strategy. An organization's
strategic plan identifies the products and services it delivers and the core business and key supporting processes that help deliver these products and
services. It also identifies the organization's special competencies and how they enhance the core and key supporting organizational processes. If the
goals of the change effort do not support the organizational strategy then the change effort will not yield significant value to the organization.
The Epic EHR supports the business goals of Legacy by promoting preventative medicine through integrative communication and access, better record
keeping, and improved coordination of health care services, as well as by reducing waste, inefficiency, and miscommunication. These efforts will
reduce the national cost of health care and lower out–of–pocket expenses, which are two big aims of Legacy Health.
Therefore, by aligning the goals of a change effort with the business strategy of an organization, the change effort will have a greater chance of
succeeding because the change effort will receive greater executive commitment than if the goals were not aligned. In sum, the commitment of
executive level management

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

Management Of Change Essay

Recommended

Recommended

More Related Content

Similar to Management Of Change Essay

Similar to Management Of Change Essay (13)

Recently uploaded

Recently uploaded (20)

Management Of Change Essay