Critical Review On Change Management Essay

Critical Review On Change Management Essay
MGMT.7931 Change Management Assignment One, Journal Article Analysis Semester Two, 2016 Critical Review Engage the heart: Appealing to
the emotions facilitates change Student ID: 27001608E. Roberts Date Due: 2nd September, 2016 1. Introduction: A) For successful commitment
from those involved towards organisational change, information won 't convert these individuals to believers of change. As the authors of this
article want to point out, individuals also need to be encouraged by leaders who recognise a mixture of heart and mind are key to successful change.
B) Company executives and managers who specifically plan change initiatives and strategies for initiating successful change. Also research
academics who publish articles on organisational change and development. 2. Main Body: A) There is both secondary material and personal
observation, as evident by Seijts and O'Farrell research into existing academic articles/reports on organisational change used to show reasons for a
bad record of major organisational change efforts. An example of personal observations is how the authors believe that errors made in change
processes are often linked back to organisational behaviour. Also change leaders have not realised the importance of engaging heart and emotion in
change and that change efforts most often succeed when based on cognition (a focus on facts) and human emotion. B) Why do most change efforts
fail? In "Why Do So
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Essay on Change Management
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 В– "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 an integral
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...show more content...
The lifting of import tariffs or market deregulation are other factors. The technical environment is created by developments of new products or
processes that affect an organisations opportunities and operations. These advancements in technology purvey benefits and impel organisations to
change. The first factor to consider for motivating change deals with whether the organisation is facing some obvious need for change, such as
increasing competition; pressure on prices; changing customer needs / expectations; advances in technology; reductions in external funding; or
regulatory changes. The actual change does not occur until the force for change exceeds that of the force resisting the change. People who may not
necessarily lose from the change still contribute to the force resisting change. People inherently resist change because change causes uncertainty and
ambiguity. Through goodmanagement these uncertainties and ambiguities will be removed and the resistance to change will not be as great. Planning
is "A process that involves defining the organisation's objectives or goals, establishing an overall strategy for achieving those goals, and developing a
comprehensive hierarchy of plans to integrate and coordinate activities." (Robbins et al., 2000, p.247) One of the reasons for planning is to reduce the
impact of change. It does this by creating an environment that is accepting of change and by

Change Management Essay
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 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
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

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

What Is Change Management Essay
HUMAN RESOURCE MANAGEMENT
REPORT ON TERM PAPER
TOPIC
CHANGE MANAGEMENT
PREPARED BY:
ROHAN JAIN Executive Summary
Change management is not a stand–alone process for designing a business solution.
Change management is the processes, tools and techniques for managing the people–side of change. Change management is not a process improvement
method. Change management is a method for reducing and managing resistance to change when implementing process, technology or organizational
change. Change management is not a stand–alone technique for improving organizational performance. It is important to note what change
management is and what change management is not, as defined by the majority of research participants.
Change...show more content...
To thrive, companies not only must identify the right new strategy, but also must push it out quickly so it reaches all levels of the organization. Often,
however, a strategy that seems perfectly logical at the top falls victim to emotional and cultural booby traps below.
Knowledge alone does not motivate action. Employees' emotions can always provoke resistance. Consider these examples we've encountered:
В•A major multi line insurance company needed to change its culture from one in which people avoided confrontation to one in which employees
engaged in debate and resolved conflicts before they escalated out of control. But employees were afraid to put themselves on the line in these ways.
В•Most workers at an international bank defined job success through the selling and processing of loans. A strategic shift to selling non–credit products
touched off fear, confusion, and insecurity, about both the definition of success and the nature of customer relationships.
В•A telecom company had a long–standing, albeit undocumented, social contract with its employees that guaranteed their jobs. As a result, employees
did not believe there would be repercussions if they did not change their behaviours to meet new competitive conditions.

В•At a major publisher, employees saw that the editorial department, the firm's cultural centre (i.e., the unit that was

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

Essay On Change Management
Within our department the line employees report to their supervisors. The supervisors and mangers work together and report to the director. The
supervisors work directly with the line staff where they identified needs, ideas, and areas of concerns from both sides, line employees and
management. The mangers take care of the day–to–day operations of the locations, working with the supervisors to address anything that may come up
from their meeting with the employees. The supervisors and managers meet with the director as a group to ensure that all everyone from the
department knows the needed information. At times, depending on the type of problem that is brought to the attention of the supervisors, mangers or
director the management meets...show more content...
She wants to be aware of what is going on around her to be a part of the growth.
From the top of Company ABC, the CEO has put a lot of emphasis put on work and family. Family life is important to all staff and the CEO realizes
that the staff work hard and should get to enjoy their time outside of work as well. There are a lot of people that have worked at the company for a
very long time. Having a good work and family balance creates and atmosphere that each of the employees are important to the organization, which in
turn is meaningful to the staff. Director A works to have a relationship with each of the employees in our department. During times when staff have
needed to be out, she has worked with staff, supervisors and managers to get the time off when needed. Our department has times when it shuts down
so that the staff can meet together for bonding time. There are times when events outside of Company ABC have been organized so that the staff and
their families could get together with other staff. People create friendships within the workplace, Director A encourages the friendships, having
someone to rely on and talk to at different times is important to creating employee satisfaction.
SWOT Analysis
Company ABC conducts a SWOT analysis on a yearly basis as part of the planning processes for the upcoming year. As part of the SWOT analysis the
entire organization is invited to take part and give their feedback.

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 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

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

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

The Change Of Change Management
Change management is tedious and excruciating task, essentially affecting an association 's drive towards their goal achievement. What 's more
shaking is that majority of the change management initiatives drastically fail. We all know that nothing is constant but change and change is
inevitable, so in light of this associations need to determine how to effectively adjust and manage change. Change administration is vital ability that
every organization should possess and that is in alignment with the services being provided by the organization (Doyle, M 2000). Communication has
to be proper for disseminating the information regarding the change process and it is the quality of efficient organizations that they implement change
effectively. It is clear that every project is different and by this dynamic nature they call for change. In order to rightly deploy plan of actions for change
any firm needs leaders that has the qualities to understand change and implement them making it sure that all the change activities are in the interest of
organization. This calls for preparing the organization for the change process, guaranteeing the acceptance from the parties involved in change and
drawing in official supporters to champion and support the change throughout the process and even after the change has been implemented to evaluate
and monitor it whether it has achieved the desired goal or not (Denhardt, R 2008)
These standard processes will win those individuals who must act in

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

Essay about Leadership in Change Management
Centuries ago, a famous Greek philosopher, Heraclitus disputed conventional wisdom that things will always stay the same. Using the flow of the
river as an example, Heraclitus describes the changes that were going on the time a fluid. He challenged the Greek leadership to acknowledge these
changes or risk their global dominance. Two thousand years later, modern civilization is facing the same challenges. A rapid improvement in
technology compounded with an increase in global competition has given rise to the emergence of change in most major industries. One industry were
change has become inevitable is the health care industry. Today, there are increasing calls frommanagement experts to a change the health care system
to one that can...show more content...
Without competent leadership change can have negative impact on both the employees and the patients. According to Wright (2010), lack of leadership
in change management could lead to adverse outcomes such as resentment, rebellious attitudes, and could end up damaging the same people it intended
to make better (p.20). Therefore, experts warned that it is very important to have competent leadership at the helm of change management (p.20). As
the focus of providing leadership shifts to nurse administrators who are often in the frontline of change management, nurse administrator should use
essential tools such as the American Organization of Nurse Executives (AONE) five domain of competence as a framework in change management.
What is the problem?
While many health care practitioners are willing to change, the issue is that change is often mismanaged by leaders whom are either incompetent or
lack the resources to follow through in the implementation of change. An example was documented in a study of a California hospital unit where
patient satisfaction scores rose and immediately fell. At the time, the hospital was going through transition. The nurses in the unit saw this as an
opportunity to improve patient satisfaction score. They initiated the process by recommending that the new chief executive officer (CEO) change the
current procedure to one that could led to the improvement of patients' satisfaction. The result, in a few months

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

Critical Review On Change Management Essay

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