Organizational Change Management Activities †MyAssignmenthelp.com

Question: Discuss about the Organizational Change Management Activities. Answer: Introduction The purpose of this task is to provide a brief overview about thechange management activities prevailing in the organization. Further it talks about the factors driving thechange management activities in an organization. Change is the only constant factor in the organization which occurs to help organizations succeed in their business process. Some of the change management models are also described in the task which tells about the use and implication of change in an organization. Further it is not necessary that all organizations will apply and adopt thechange management techniques easily, sometimes the management also resist to such changes resulting which, the organization lacks competence in the competitive market (Bogers, West 2012). So the task explains the resistance to changes process in the organization and recommends that how organizations shall overcome such resistance. Further details about thechange management process in an organization are discussed below: Change management According to Burnes (2012), change management refers to the process of changing the organizations current working business model into a model which use innovation and achieve the future objective efficiently. The author also believes that initiation of this process in the workplace management is a difficult task like the managers needs to initially build up a blue print and a plan which they shall follow in order too successfully initiate change management activities in an organization. Thus, it shall be noted that Burnes and Oswick (2011), says that the process of change management shall restructure the organizations business process and culture so as to create an effect of the external environment. But some of the authors see change management as an easy task which is the requirement of the process of the organization. They believe that without the process of change management organization perform work but inefficiency is not developed so with the help of change management they perceive what they want. Thus, this is a simple way to drive the positive results in the way of the organization. Factor driving change Change management is only possible in the organization if there comes some unseen liability or new requirement in their regular work to which they are unable to adjust. Resulting to which, the company needs to initiate and implement the change management in the organization. So the internal and external factors which drive change management in an organization are discussed below: Competition: Competition is one of the most important factors due to which all organizations face the process of change in their organization. So, it shall be said that competition is the factor which drives change in the organization. The entrance of new competitors in the market forces the existing players in the target market to change their marketing strategy. As competition is a risk for all the organization as it can eliminate any organization and reduce its growth in the market. So, in order to be in the competition and maintain their competence in the market it becomes necessary for the companies to initiate change management practices in their process (Carter, et. al., 2013). Technology: another factor which drives change management practices in an organization is the technology implementation in the industry. Innovation in the technology forces the organizations to change their out dated technology and adopt the new and efficient technology which can help them to gain success in the target market. Further it shall be noted that technology is one way for the organizations which can help them to remain in the competition and differentiation them in the target market. So, in case if the competitor comes up with more innovative technology, then the other company fears of replacement. So, resulting to which technology has become one of the factor which drives change management in an organization (Pugh 2016). Governmental Regulation: government regulation is the factor which changes the features and working process of all organizations present in the industry. Government regulations are present in external environment which affects the working of all the organizations present in the industry. Depending on the data acquired by the government, they can any time change the legislations and regulation; in accordance to which it is compulsory for the organizations to change their managerial activities as well. Innovation: All organization wants to achieve competence in the target market and create an identified position in the market. So, for that purpose they implement creativity and innovation in their business process which is regarded as change management in the organization. Change occur which business process changes its working to get better outcomes. So, organizations use innovation as change management to produce better results in the external environment (George 2016). Change Management Models There are many theories and models used in an organization which aims to initiate change management in their business process. Further some of the change management theories are discussed below: Thurley Model of Change: The model was defined by K. Thurley under which the researchers gave five major tactics to the companies worldwide to initiate change in the organizational process. Further the strategic changes are discussed below: Directive: This strategy of Thurley model denotes the obligations which the company receives to make changes in the crucial times when all the programs defined by the organization fail. Bargained: Further the bargained approach under this model shows the view that the power of the management is shared between the employee and employer in the organization. Also some negotiations are always required in such changes as well. Hearts and minds: This process refers to the change in the attitude and thinking of manpower present in the company. This type of approach looks for the positive reply from the employees of the company. Thus, with this process the organization aims to achieve the defined target as well. Analytical: Under this approach, the organization needs to plan and implement the changes in the organization first and then move on the subsequent stages. Firstly the organization needs to create a blue print of the defined plan and then analyze the possible results of the approach (Kim 2015). Action-based: This phase of the strategy looks for the way through which the leaders implement the actions of change management in the organization through analytical and theoretical model of change management. Lewins Force Field Analysis: This model was developed by Kurt Lewin in the year 1947. This model is called three step model and the three phase of the Lewins model is discussed below: Unfreezing: it refers to the process leaving the old and traditional laws which bars the growth of the company. This aspect aims to the wider the thinking skills of the employees of the organization and makes them capable to adapt new and innovative changes. The leaders of the organization shall help the employees to come forward and accept the innovation present in the organization. Thus, basically main aim of this task is to change the mindset of the employees of the organization against different aspects present. Change: transition or change refers to the step under which new ideas and creative thinking skills are learned and used by the people present in the management. This phase includes the actual changing process initiated in the organization. The employees aim to perform the functions according to the changes initiated in the organization and act with full solidarity in all case. Refreezing: refreezing refers to the process under which the employees shall understanding and use it in action, the activities which are taught by the higher authority of the managerial team (Shirey 2013). Furthermore talking about suitability of different models in the organization, it shall be noted that the organization uses such approaches depending upon change which they want to implement in workplace. In more precise manner it shall be noted that the Thurley model is majorly used in organizations when they need to change the whole structure of the organization. To make all elements present in the management acceptable towards the changes, this approach is used. Whereas, in case of the Lewins model, it is majorly used when the organization wants to make changes in one specified department of the company so they unfreeze that department and initiate changes and freeze it. Thus, depending upon the change and suitability the organization makes use of such models. Resistance to change There is a well-known saying which states that occurrence of change in an organization is not the problem but resistance to change is a major problem caused inn organizations. Resistance to change refers to the rigidity of the organizations to adopt and implement activities which includes change in the organization. If the workforce present in the organization in not flexible and welcoming towards innovation then it becomes difficult for them develop change in the organization (Shimoni 2017). Further it shall be noted that resistance to change is an initiative taken by the individuals or groups when they feel that a change is going to occur in their workplace environment. There are many factors due to which the employees resist to change happening in the organization, maybe they fear of losing their power in the organization or they do not have efficient knowledge to adopt the innovative changes happening in the organization. Also there is all type of people present in the organization, some might look at this change as a positive aspect and other might not. But it depends upon the capabilities of the managers to satisfy all the employees in the organization and ask them to implement the change management practices in the organization (Ouma 2017). Importance of Change Management Considering to the above statement the fact is understood that change management is an important aspect which shall be initiated by the employees in the organization. Further the important of such change in an organization is discussed below: Reduction in cost: With the implementation of innovative and creative ideas in the organization, the management tends to reduce the cost implied in the organization. With the use of such practice the organization eliminates the areas which incur heavy cost resulting to which, the company receives more profits and less expenses. Innovation: innovation is the biggest aspect which an organization attains with the initiation of change management process in the organization. This tool is utilized in the organization with the help of change management process only. Also change management process eliminates the traditional methods and helps the organization to use new and innovative trends present in the market (Hayes 2014). Decrease in resistance: resistance is an aspect related to change management which reduces the growth of the organization in the global context. As this process stops the organization from implementing changes in their internal management, due to which the company lacks the pace in the international market and falls behind in the competition. Resulting to which, with the help of the process of change management in the organization the employees become flexible to adopt such changes and become habitual to that. Also it shall be noted that with the help of this process the employees increases their efficiency to work as well (Langley, et.al., 2013). Conclusion and Recommendation Thus, in the limelight of above mentioned events the facts that shall be noted are that all the organizations in todays world need to implement the change management process in the organization. This process helps the organizations to become competent in the target market so that they can effectively compete in the market. The above mentioned task discusses about the change management theories and its implication in the internal process of the organization. Further the task justifies to the requirements of the task and explains the importance of change management implications in an organization. Further there are few recommendations which shall be used by organizations to improve the efficiencies in a better way which is discussed below: Plan: In order to initiate a plan initially the organization shall implement a plan on the basis of which they shall aim to implement changes in the organization. A Valid vision and mission shall be implemented by the managers in the organization. Communication: Further communication of the planned task shall be implemented in the organization. Communication will help the employees to talk about their issues and resolve them effectively in the organization. Further communication will also help the mangers to initiate the change management plan effectively. Also the managers shall communicate the plan in simple words so that it is understandable by all. Further after which the superiors shall monitor the activities and then communicate the scope of changes as well. Motivate: Motivation is one of the most important aspect with the help of which employees can focus and accomplish their change management objective in the organization. If the manger would motivate the employees then they would become more efficient to initiate changes in the organization. References Bogers, M. West, J., 2012. Managing distributed innovation: Strategic utilization of open and user innovation. Creativity and innovation management, 21(1), pp.61-75. Burke, W.W., 2017. Organization change: Theory and practice. Sage Publications. By, R.T., Burnes, B. Oswick, C., 2011. Change management: The road ahead. Journal of Change Management, 11(1), pp.1-6. Carter, M.Z., Armenakis, A.A., Feild, H.S. Mossholder, K.W., 2013. Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change.Journal of Organizational Behavior,34(7), pp.942-958. George, B.U.C.?.?.A., 2016. Organizational Change Management: Part Of The Management Strategy. Revista Economic?, 68(5). Hayes, J., 2014.The theory and practice of change management. Palgrave Macmillan. Kim, T., 2015. Diffusion of changes in organizations.Journal of Organizational Change Management,28(1), pp.134-152. Langley, A., Smallman, C., Tsoukas, H. Van de Ven, A.H., 2013. Process studies of change in organization and management: Unveiling temporality, activity, and flow. Academy of Management Journal, 56(1), pp.1-13. Ouma, C.A., 2017. Planning for Organizational Change and the Role of Leadership in Implementing Change. Pugh, L., 2016. Change management in information services. Routledge. Shimoni, B., 2017. What is Resistance to Change? a habitus oriented approach. The Academy of Management Perspectives, pp.amp-2016. Shirey, M.R., 2013. Lewins theory of planned change as a strategic resource. Journal of Nursing Administration, 43(2), pp.69-72.