The Concept of Change Management in the Company - Coursework Example

Change Management Table of Contents Table of Contents 2 Introduction 3 Characteristics of the Office Move as a Change Situation 3 How Leadership Skills Contribute To Change Management 5 The Impact of Flexible Working on the Behaviour and Culture of KI 7 Recommendation for the Change Agent 10 Conclusion 11 References 12 Introduction In the ever-changing business environment, companies need to transform their business operations in a rapid manner in order to move in alignment with the external environment. Correspondingly, the role of change management comes into prevalence. Notably, change management is particular management technique that is used by organizations with the intention to deal with organizational change and managing the same to get better and sustainable results. Change is a particular aspect in the business domain that is regarded as a never ending process. This is because of the aspect that changes in necessary in business on a continuous basis in order to move in parallel with the ever changing demands of the customers, stakeholders and the overall external environment. It provides competitive advantage for business units in the marketplace allowing the business to develop itself effectively and quickly (DeBruijn, 2011). As in the provided case, it is evident that Know Inform (KI) is a particular organization that is integrally associated with change management towards proper execution of the business functioning. In order to ensure successful change management proper planning, efficient workforce, strict governance, and committed leadership is deemed to be quite crucial. Correspondingly, in this particular study, focus would be levied on understanding the concept of change management prevalent in the company presented within the case example. The essay is also intended towards discussing the characteristics of the company with regard to change situation and how their leadership skill contributed towards managing this workplace change (Creasey, 2007). Characteristics of the Office Move as a Change Situation In order to deal with the prevailing problems with regard to acceptance to change, the management of the business has emerged with several key measures that would be crucial to discuss. In this regard, several change management models can be taken into consideration to have a better comprehension at large. The model to be implemented within the organisation has mentioned about the strategy of changes that can be regarded as applicable by the organisation with regard to the scenario of change management. The management has been quite clear with regard to the criteria of change that has taken place in the organisation. In this regard, the Kurt Lewin Change Management model can be taken into consideration. According to the model, change in location is quite crucial in the present day business and it influences the business in any industry sector. However, there might develop certain reluctance amid the workforce with regard to the change proposed. Correspondingly, the change can be managed in three phases as per the model including unfreeze, refreeze and defreeze. In the unfreeze stage, change relevant to office move, restructure and home working can be determined to take place. In the refreeze stage, the change needs to be embedded into the organization culture of KI with proper communication of the change to the employees. In the defreeze level, the company can take feedback from the people in the workplace and likewise make necessary transformations to ensure successful execution of the change (Pagon, & et. al., 2008). The characteristics of office move restructure and home working can also be comprehended qith the help of McKinsey 7-S Model in the organisation. The 7 S of the model mainly comprise strategy, structure, system, shared valued, staff, skills and style. Office move, restructure and home working have been structured by the management of the company with a proper plan. The changes have also been structured in accordance to various departments within the business. The model can be used by company to understand the way the change can be brought into effect in the most efficient manner altogether. This can be justified from the fact that model can be implemented to analyse the situations of the workplace in every possible manner and likewise devise the change accordingly (Pagon, & et. al., 2008). How Leadership Skills Contribute To Change Management Leadership skills have great contribution within the organisation with regard to the attainment of the objectives of the organisation. This aspect is also prevalent within the operations of KI as the management is quite keen to develop effective strategies of leadership so that the overall change management process can be managed efficiently. Notably, a Leader has the ability to control a group of people and get them prepared to achieve the goals of the business. The leader of the company i.e. Know-Inform is deemed to have a clear vision for the development of the organization, with the attainment of the predetermined goals and objectives with regard to change initiated within the workplace. Some of the personalities of leadership including ambition, self-confidence, creativity and fairness are deemed to quite apparent with regard to the operations of Know-Inform (Pagon & et. al., 2008). The above mentioned qualities of leadership have made a significant impact upon the organisation and its change management process. The certainty and risk of change management in the organisation has been analysed and evaluated by the workplace leaders. This approach of the leaders is deemed to be quite effective as they are willing to make the changed made to be deeply embedded within the organizational operations. The leaders operating within the workplace is aware of the diversified workplace and the probability of reluctance to change that exists at large. In this regard, the role of the leaders within the workplace include analysis of the level of reluctance of the employees and likewise approach towards depicting them about the need for changes that is prevalent within the workplace (Suutari, 2002). The management of the company is aware that there prevail major ups and downs in the organisation, which can only be controlled through practicing proper leadership styles. However, it is apparent that the management of the company has to keep focus on the strategy of the leader so that firm results can be attained with regard to the development of the organisation. This will further not only lead to the development of the business, but at the same time it will also impact the sustainability of the business in a significant manner altogether. In order to maintain change in a diversified workforce like that of KI, it is crucial to understand the change of the same and likewise build strategies that can collectively work towards the development of the organization in the global business environment. Correspondingly, it is the role of the leaders to understand the nature of demands and reluctance of the workforce with regard to the changes proposed in the business of KI and likewise attains sustainability in a significant manner altogether (Rappe, & Zwick, 2007). Ethical Consideration Any changes that are initiated within the workplace have certain noteworthy impact upon the people associated with the same. Some of the changes that were initiated within the workplace of the company included change in office, change in structure of the team and home working of some of the employees, which were adopted with the intention to move in alignment with the extreme competiveness of the external marketplace. However, these changes significantly contributed towards restructuring the entire workplace and the workforce in a significant manner altogether. His aspect might certainly give rise to ethical issues within the workplace of the company. It has been learnt that the approach of the company to shift to a new office though was in alignment with the changing external market competition, it will certainly force the human resource of the business to imbibe them in a new place. This might impact the performance of the business unit in a significant manner altogether as they need to prepare themselves to acquaint and accommodate themselves to a completely diverse scenario. This aspect though appropriate from the point of view of the management, but it will certainly give rise to ethical concerns from the end of the employees. Despite of adhering to the standards and codes of the organization, the human resources of the business might need to deal with diverse situations in a significant manner altogether (Albulushi, & Hussain, 2008). In this concern, the ethical issues will certainly have an effect on the behaviour of the employees in the organisation, further resulting in conflicts and other issues. The change management in the organisation has ensured certain ethical issues by ensuring three key changes within the organisation. These aspects will certainly enhance the ethical issues in the business of KI owing to the three changes that can be seen within the workplace (Manning, 2003). It has been comprehended that in most of the scenario with regard to ensuring change in the workplace, the management of Ki has focused towards comprehending the economical aspect of the business. Notably, the decision of the management of the company to cut down the workforce has been largely with the intention to remain in competition with the rivals operating with similar products and services. Though, this approach of the company might be the right choice to sustain in the industry, but it will certainly influence the behavior of the employees in a significant manner altogether. This aspect will certain be in the negative manner. With the termination or curb down of the fellow employees, the other people in the workplace might get demotivated with regard to their job role and responsibilities, which is again a negative aspect for the overall operational success of the company at large. This aspect will also certainly raise ethical issues within the workplace of KI. Apart from that the decision of the management to enable home working of some of the employees can also raise certain ethical issues since the latter will need to make themselves work in an isolated environment where their performance might get negatively impacted (Bass, 1985). The Impact of Flexible Working on the Behaviour and Culture of KI The behaviour and culture of KI has resulted in change in the workplace and change in the organisational operational structure. The organisational change has impacted significantly to the overall workplace culture, where the employees in the organisation have developed with severe issues in developing their thinking. As the change in the organisation has an impact in diversifying the mind of the new employees, the overall workforce tends to get affected. As the change in diversification is done, the organisation should restructure a new decision which has an impact within the group or the employees in the organisation. In this regard, though the approach of the company with regard to transfer, promotion and termination of employees, is in alignment with the need of the business, its impact both ethically and on the basis of performance is quite widespread within the workplace. In this context, the impact of conditions can be taken into consideration. The impact of flexible working in any organisation can be in the form of adopting new organisational policies that can further relate to accommodation and diversity. This impact can differ the needs as well as the range of the practise in the workplace (Tschirky, 2011). The arrangement which has a positive sign in the organisation is entirely on the basis of team work at large. There is an evident impact in the way of working within the organisation, which is being organised with different ideas and needs of different employees working in the business. The change in the management has also been identified in the form of creativity which has been taken by the management of the company to improve the work process and flow, which will collectively work towards the improvement of the overall business at large. The impact of flexible working in the organisation i.e. KI is also accompanied by the support of clear communication along with committed leadership from the seniors within the workplace. This change has been initiated to ensure proper flow of work as well as to make the way of working very simple, further causing positive impact on the work process at large (Reiss, 2012). The impact of flexible working in the organisation can be relevant with the approach of the company to ensure utmost flexibility in the performance of the organisation. The flexibility in the work place has a new design in the job and time schedule, where the new employees could contribute positively towards the development of the organisation at large. The change in new workplace by the organisation is to provide a new range of working environment and also provide a new website, where information regarding the organization is presented. The organisation has provided certain facilities of doing the work from home, or part time on on the basis of certain predetermined agreements. The impact of the flexible working in the new workplace has developed new procedures and policies which can further balance the needs of the individuals in the organisation. The flexible working environment has also ensured the flexibility in the overall organisation and its approaches, further enabling or making the company capable of dealing with the increasing challenges prevailing in the external business market this impact further depicts that the decision of the company was a fair one towards accessing the flexible working within the organisation (Jain, 2011). The part time job is also deemed to be flexible in making the working environment more effective while doing the job further ensuring positive results for the organisation. The improvement in communication developed amid the employees in the organisation has also ensured certain impact on the overall communication process of the organisation. The flexibility within the work place also provides equal access for promotion and training amid the workplace for most of the employees in the organisation. The impact of the flexibility in working environment on the behaviour and culture is being followed by KI is ensuring a significant organisational change at large. Recommendation for the Change Agent From the overall analysis of the paper several recommendations can be made to the change agent responsible for managing the change within the workplace of KI. Notably, the change agent in the organisation must be bestowed with the role of supporting employer and the employees within the workforce towards understanding as well as accepting the change in a significant manner altogether. The characteristics of change agent must include being an excellent manager of different people and their perception; good communication skills along with ability to understand the activities in the organisation towards achieving the goals of the same in the most effective manner altogether. It can be recommended that the change agent within the workplace in the organisation has to ensure development of the business along with initiating positive change within the business. In every organisation, either small or large, there has to be a change agent for ensuring positive change in the workplace. A change agent in the one who has the power and ability to guide others to accept change in an efficient manner altogether further adhering to the targets of the organization (DeBruijn, 2011). Change agent can include both an internal and an external person. The success of the change depends upon the value and workability of the change agent and decision makers within the organisation. Correspondingly, it can be recommended that the management of the company i.e. KI needs to promote and encourage the people to accept the prevailing change with the help of a change agent for attaining mutual benefit. The change agent will have the ability to make the organisation more effective in transforming the business in a positive manner altogether. Conclusion From the overall analysis of the paper, several key facts can be compiled together to get a better understanding of the topic of the research. It has been learnt that with the ever changing structure of the external business environment, companies has become quite concerned with regard to gain efficacy within their business so that they could be able to acquire results that are in alignment with the objectives of the business. It has been noted from the overall analysis of the paper that constant change within the business is one of the most vital aspects that companies seeks to attain in order to remain competitive for a longer period to time. This has been justified with the changes that has been depicted in the operations of the company i.e. KI. Hence, the importance of continuous change is indeed quite apparent in the present day scenario. References Albulushi, A., & Hussain, S., 2008. Transformational Leadership Takes Majan To The Top Of The Class. Human Resource Management International Digest, Vol. 16, No.2, pp. 31-33. Bass, B.M., 1985. Leadership and Performance beyond Expectations. Free Press. Creasey, T., 2007. Defining Change Management. Change management learning centre, pp. 1-6. DeBruijn, H., 2011. Managing Professionals. Routledge. Jain, R., 2011. Managing Research, Development and Innovation: Managing The Unmanageable. Wiley. Manning, T. T., 2003. Leadership across Cultures: Attachment Style Influences. Journal of Leadership & Organizational Studies, Vol. 9, No. 3, pp. 20-30. Paton, R. A. & McCalman, J. 2008. Change Management: A Guide to Effective Implementation. SAGE. Pagon, M. & et. al., 2008. Leadership Competencies for Successful Change Management. Slovenian presidency of the EU 2008, pp. 1-25. Reiss, M. 2012. Change Management: A Balanced and Blended Approach. BoD – Books on Demand. Rappe, C., & Zwick, T., 2007. Developing leadership competence of production unit managers. Journal Management Development, Vol. 26, No. 4, pp. 312-330. Suutari, V., 2002. Global Leader Development: An Emerging Research Agenda. Career Development International, Vol. 7, No. 4, pp. 218-233. Tschirky, H., 2011. Managing Innovation-Driven Companies: Approaches in Practice. Palgrave Macmillan. Read More