Change Management

1959 Words4 Pages
bulb-icon

Recommended: Effects of motivation on employee performance p

Change Management of Synergetic Solutions Inc.

Nowadays, business world change is an inevitable quality. It is necessary for all management of the companies to prepare for all upcoming technological advances, personnel and organizational changes. In order to minimize the impact of change, every employees need to brainstorm about what will be done tomorrow and the day after that.

Therefore, this assignment was made by using three main change management theories which are Theory of Lewin's, Theory of Catastrophe's, and Theory of Herzberg's.

There are many different forces that the organization faced from the change. Awareness of forces can assist managers to determine when an organization change should be implemented.

Internal Driver to Change

1. Stimulating the innovation. Synergetic Solution Inc. can lead to radical changes at the productivity--the combination of product, market and technology. Such innovations can provide the entry into new markets.

2. A sense of responsibility. Unusual or high-level of absenteeism and turnover represent forces for change (Kanter, 1991). Synergetic Solution Inc. must take the issues or working towards sustainable development into account since it can provide a strong incentive for implementation.

3. Cost Reduction/Profit Maximization. The strategy to minimize raw material consumption and energy usage in production and distribution should be applied to decrease costs.

External Drivers to Change

1. Synergetic Solution Inc. needs to improve product quality in terms of functionality, reliability, durability and repair-ability to address consumer concerns and enhance sales.

2. Need to improve skills level, knowledge level and competencies of employees by hiring specialists and...

... middle of paper ...

...iesheim, C. A. (1982, Apr). The Great High Consideration- High Initiating structure Leadership Myth :Evidence on its Generalizability. The Journal of School Psychology. Retrieved November 13, 2004, from Public Library.

Schuler, A. J. (2003). Overcoming Resistance to Change: Top Ten Reasons for Change Resistance. Resistance for Change. Retrieved November 13, 2004, from http://www.ajschuler.com/resistance_to_change.htmlop Ten Resons People Resist Change.

Smiley, M. A. (2001, Dec). Planned Change in Organizational Development. Retrieved November 12, 2004, from http://academic.emporia.edu/smithwil/001fmg456/eja/smiley.html#Theories%20of%20Planned.

Tedeschi, J.T., Bonoma, T.V., & Schlenker, B. R. (1972). Influence, Decision and Compliance. The Social Influence Processes. Retrieved November 13, 2004, from http://www.esc.edu/ESConline/across_esc/forumjournal.nsf/web+view.

Show More
Related

  • Coping with Change; Change Management Models and Philosophies

    994 Words  | 2 Pages

    Graetz, F., & Smith, A. C. T. (June 2010). Managing organizational change: A philosophies of change approach. Journal of Change Management 10(2), 135–154.

    Read More

  • Organizational Change Within The Police Department

    2008 Words  | 5 Pages

    This paper will be broken down into six sections profiling each critical part of implementing and managing change in an organization. The sections included are; outline for plan creating urgency, the approach to attracting a guiding team, a critique of the organizational profile, the components of change, and how to empower the organization.

    Read More

  • Compare And Differences And Kotter's Change Management Model

    932 Words  | 2 Pages

    Change is inevitable and bound to happen in all aspects of life including business. Although change is important in an organization, it can also be seen as a strength and weakness. Effective leadership is about mastering change. One must be willing to change in order to grow and be successful. This paper will compare and contrast Kotter and Kurt Lewin step in their change management models. Furthermore, it will elaborate on the concepts and explain whether these methods can be used at the same time. In addition, this paper will include a Christian worldview of the information discussed and how it relates to the change management models.

    Read More

  • Analysis Of British Airways

    1601 Words  | 4 Pages

    One of the change models of Organizational Development was created by Kurt Lewin. It includes three phases: unfreeze, move or change, and refreeze (Lewin, 1951, 1958). Lewin’s model recognizes the impormance of changing the people in organization and the role of top management involvement to overcome the resistance of change.

    Read More

  • Business Analysis: Bega Cheese

    1906 Words  | 4 Pages

    Hughes, M 2006, 'Strategic change', in M Hughes (ed.), Change management: a critical perspective, Chartered Institute of Personnel and Development, London, pp. 52-63.

    Read More

  • Why do organizations change?

    1690 Words  | 4 Pages

    Van de Ven, A.H. and Poole, M.S. (1995) ‘Explaining development and change in organizations’ Academy of Management Review, 20/3, 510-40

    Read More

  • Top Down Vs Bottom Up Change

    1050 Words  | 3 Pages

    The transformation of a company requires hundreds, sometimes thousands of employees to adopt a new view of its future, a future they must regard as essential. Change management involves managing the process of achieving this future state. Change can be viewed from two vantage points, that of the people making the changes and that of the people experiencing the changes. In the top-down, or strategic viewpoint associated with management, the focus is on technical issues such as the investment required, the processes for implementing the change, how soon the change can be realized, and the outcome. In the bottom-up viewpoint of the employee, the focus is on what the change means to the ...

    Read More

  • Culture's Critical Role in Change Management

    2535 Words  | 6 Pages

    Jones, R.A., Jimmieson,N.L., and Griffiths, A. (2008). The Impact Of Organizational Culture and Reshaping Capabilities on Change Implementation Success: The Mediating Role of Readiness for Change. Journal of Management Studies, Vol.42, pp 362 -386

    Read More

  • Change Management Case Study

    1745 Words  | 4 Pages

    Hayes (2014), encourages change managers to keep an open line of communication with employees. Although these ones may not agree or support the upcoming change, they value the information being given to them at the onset and may eventually tolerate or accept the change. Therefore, it is important for change managers to not only communicate with employees, but provide relevant information, as the quality of the communication is of the utmost importance.

    Read More

  • Force Field Analysis: Force Field Analysis Of Starbucks

    1345 Words  | 3 Pages

    The force field analysis model is a general purpose technique model that was originally developed by Kurt Lewin. The force field analysis model views organizational behavior as a dynamic balance of forces working in opposite directions. These dynamic forces are seen as driving forces and restraining forces. The driving forces are the forces that support and invoke change within the organizations. The restraining forces are the forces that go against the change or hinder the ability of the organization to successfully implement change. A focre field analysis of Starbucks using one organizational change initiative that the organization is attempting to put into place will be reviewed.

    Read More

  • Organizational Change Essay

    1343 Words  | 3 Pages

    The idea of change is the most constant factor in business today and organisational change therefore plays a crucial role in this highly dynamic environment. It is defined as a company that is going through a transformation and is in a progressive step towards improving their existing capabilities. Organisational change is important as managers need to continue to commit and deliver today but must also think of changes that lie ahead tomorrow. This is a difficult task because management systems are design, and people are rewarded for stability. These two main factors will be discussed with reasons as to why organisational change is necessary for survival, but on the other hand why it is difficult to accomplish.

    Read More

  • Anticipate Change Essay

    929 Words  | 2 Pages

    This report discusses how management prepares them to anticipate change in the business environment in the long run and short run too. Change is very important for each and every organization in today’s world because world today has become a daily changing place and in order to keep pace with the changing world we need to bring about a constant change in our organizations, too. There are certain methods by which the senior management can prepare them for anticipating the need for change. The first method is by doing a detailed research and studying for the change. The second method involves having the awareness about the ever changing needs of people and the change process. The third method discusses about having a complete understanding about the compulsion and urgency for change. Lastly, being mentally tough for the change process is the fourth method to prepare the management for anticipating change in the short and long run.

    Read More

  • A LIFE CYCLE of EMPLOYEE’S RESISTANCE to CHANGE in ORGANIZATION

    825 Words  | 2 Pages

    Mackin, D. (2012). Change management: Is residual resistance killing your new change initiative? Retrieved from http://www.newdirectionsconsulting. com/leadership-engagement/change-management-is-residual-resistance-killing-your-new-change-initiative/

    Read More

  • General Model of Planned Change

    1857 Words  | 4 Pages

    The world is constantly changing in many different ways. Whether it is technological or cultural change is present and inevitable. Organizations are not exempt from change. As a matter of fact, organizations have to change with the world and society in order to be successful. Organizations have to constantly incorporate change in order to have a competitive advantage and satisfy their customers. Organizations use change in order to learn and grow. However, change is not something that can happen in an organization overnight. It has to be thought through and planned. The General Model of Planned Change focuses on what processes are used by the organization to implement change. In the General Model of Planned Change, four steps are used in order to complete the process of change. Entering and Contracting, Diagnosing, Planning and Implementing, and Evaluating and Institutionalizing are the four steps used in order to complete the process of change in an organization. The diagnostic process is one of the most important activities in OD(Cummings, 2009, p. 30).

    Read More

  • Cultural Change Essay

    1149 Words  | 3 Pages

    Different organizations typically face change due to many forces surrounding their mission. These forces can be from either internal or external sources. The External forces usually occur outside of the organization and it could have a global effect. According to Kreitner-Kinichi (2003) the four external forces for change are demographic characteristics, technological advancements, market changes, and social and political pressures. The internal forces for change come from inside the organization like human problems, managerial behaviors and decisions.

    Read More

More about Change Management

Open Document