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The role of culture in change management
The theory and practice of change management
The theory and practice of change management
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CHANGE MANAGEMENT
SEJAL JAIN
1303149
III BBA
What is Change ?
Change is something that presses us out of our comfort zone. Change is the only constant. It can happen in any sphere of life. But the most predominant of all changes is Change in the Organizations working methods.
What is Change Management ?
Change management is an approach to transition individuals, teams, and organizations to a desired future state. It helps the organization to transit from ‘where they are’ to ‘where they want to be’. Change Management is essential as it helps in :
• Identifying the existing faults in the organization.
• Evaluating the corrective measures to be taken.
• Implementing the ‘Change’ component for obtaining the desired results.
Reasons for Change
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Prosci’s tools and methodology—based on best practices research with over 3400 international organizations—are used by more than three quarters of Fortune 100 companies. The Prosci methodology has become one of the most widely used approaches to managing the people side of change in business and government. The origin of Prosci’s name is derived from the combination of the terms professional and sciences, reflecting Prosci’s commitment to a research-driven and results-oriented approach to change management. Prosci has been directly engaged with a diverse group of customers, including 80% of Fortune 100 companies and entities across six continents. Our customer list includes organizations in nearly every sector, including international enterprises, government institutions, and global consulting firms. Prosci’s research and intellectual property have been deployed in 3,500 client organizations across 65 …show more content…
Others will be reluctant. Some will be happy with the change and others will be upset by it. Some employees will change quickly, others may take some time, and there may be a group that will not embrace the change.
The changes in our organization create new future states for how we operate. To reach those future states, individual employees have to do their jobs differently. The attainment of the organizational future state depends on the success of individuals reaching their own personal future states. Change management is the structured and intentional approach to enabling individual employees to adopt the changes required by projects and
It is to note that at present time, the role of changes is pervasive within organisation. This occurs continuous basis, and at times rapidly, due
Changing situations throughout the world affect all organizations in business today. Therefore, most organizations acknowledge the need to experience change and transformation in order to survive. The key challenges companies face are due to the advancements in technology, the social environment caused by globalization, the pace of competition, and the demands regarding customer expectations. It is difficult to overcome the obstacles involved with change despite all the articles, books, and publications devoted to the topic. People are naturally resistant to fundamental changes and often intimidated by the process; the old traditional patterns and methods are no longer effective.
What is Change Management? In the EBSCO Business Search there were one hundred and eighty three articles on this very topic. Obviously this is a hot topic in Management and Business journals, yet only one article offered a definition of what change management is. In the article, "Global trends in Managing Change" Lisa Kudray and Brian Kleiner offer this definition,
Organisational change is an ever-present feature of organisational life, both at an operational and strategic level (Burns, 2004; Todnem, 2005). According to Luecke (2003), factors such as rapid changes in technology mean the successful management of change has become a necessity in order to survive and succeed in a highly competitive and continuously evolving environment. However, despite recognising the importance of change management approaches, their success rate when adopted in organisations are low with a failure rate of around 70% (Balogun and Hope, 2004). Low success rates can suggest a lack of structure and understanding when implementing organisational change. Todnem (2005) suggests that currently, a wide range of contradictory and confusing theories and approaches are available which may be a contributor to poor success rates in change management approaches. The literature review will analyse the effectiveness of planned and emergent approaches to change management in successfully implementing change. The ability to predict and handle different responses to change among employees is a key challenge to management (Stensaker and Meyer, 2012). Understanding employee resistance to change and different factors that can contribute to the success of reducing resistance will be one of the focuses of this literature review.
No matter which type of industry is discussed 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 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 the change 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 essential in the accomplishment of the assigned task.
This paper’s theme is an analysis of change management theory as a component of management philosophy. Change management is a significant for many organizations. Change, by its very nature, is ongoing and constant, is essential to successfully managing its effects (Waldron, Vsanthakumar & Arulraj, 1997). Winston Churchill stated, “To improve is to change. To be perfect is to change often” (Churchill, ND, p. 1). Heraclitus, an ancient philosopher, indicates nature is change. Like a river, nature flows ever onwards (Rayner, 2008). For many years, philosophers have waxed poetic about change. The basis for this report is a change management table, which is available in the appendix.
Management and change are interrelated. It is impossible to undertake a journey without addressing its purpose (Paton and Mccalman, 2008, p.3). “Managing change is about handling the complexities of change; it is about evaluating, planning, and implementing operational tactics and strategies” (Paton and Mccalman, 2008, p.3). According to Armenikas and Bedeian organisational change is greatly responsive to management; its possibility remains high as managers strive for successful and perfect change in the organisation (Paton and Mccalman, 2008, p.3). Change management is a complex, and dynamic process; it is about finding best fit for the organisation to get best results (Paton and Mccalman, 2008, p.4). The environment is rapidly changing resulting from changes in technologies, customers’ preferences, alteration in the economy and many other factors (Paton and Mccalman, 2008, p.10) so organisations have to take the journey of change to cope with the external forces facing them and that is done through management.
Change management is the process, tools and techniques to manage the people side of change to achieve the required business outcome. Change management incorporates the organizational tools that can be utilized to help individuals make successful personal transitions resulting in the adoption and realization of change. Porchi's change management methodology consists of three important phases being :
Changes occur within every industry. Without change, the competition will leave you struggling to survive. The concept of change management is something nearly every business today practices, but how businesses manage this change varies dependent upon the business, the change, and the people involved. Success in change management depends on how much people within the organization understand the change process. Lewin’s model helps organization’s to have a better understanding.
Change management is one of the important successful management system that are used in many projects in different companies. It is to manage the changes in such firms in suitable way that will improve and reach to high quality and value [1].
The change process within any organization can prove to be difficult and very stressful, not only for the employees but also for the management team. Hayes (2014), highlights seven core activities that must take place in order for change to be effective: recognizing the need for change, diagnosing the change and formulating a future state, planning the desired change, implementing the strategies, sustaining the implemented change, managing all those involved and learning from the change. Individually, these steps are comprised of key actions and decisions that must be properly addressed in order to move on to the next step. This paper is going to examine how change managers manage the implementation of change and strategies used
To conclude, changes are always inevitable for the successful running of any organization. Accurate implementation of change, even ease the workload of the employees and it helps the employers to plan appropriately and introduce new strategies for the development of their firm. In this transition, the important aspect is to get the support from people who involved in this process. There are some important aspects to remember in implementing change is to plan appropriately and implement accurately, by considering the need of people. So that, it will be a rewarding experience for everyone, who involve in the change implementation process.
Best manage change initiate from external that through technological advances, social media and economic pressures. Besides, change can be internal as some issues of management responsible such as changing consumer’s needs, human resource and employee’s’ performance. All issues can affect from a small area to the entire organisation. Change can be a time period of seeking opportunity for some or a loss and threat for others. The difference between surviving and thriving in a workplace and surrounding environment responses the management change. Change is an essential to any organisation whatever it is in form of public or private. All organisations must change to remain pertinent. Nonetheless, all changes from internal and external or large
Change management has been characterized as "the process of continuously reloading the organization's structure, structure and capabilities to serve the ever-changing necessities of external and internal clients (Woodman, 2004), and suggests the adoption of a new idea, strategy, process or behavior on the Society (CAMERON, 2012).
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).