Change is common in an organization; however, it is not always easily accepted by all personnel, mainly for fear of the unknown. According to Griffin & Moorhead (2011, p.551), it is possible for change to be forced on an organization…
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Nevertheless, an organization can plan for change by preparing for it; however, change must be managed for it to succeed. Barriers to change are common and may lead to failure; they may include lack of enough resources, resistance, and lack of commitment, among others. As a result, change agents are necessary; they may be internal or external agents. However, they should be capable of motivating others and guarantee progress (Recklies, 2011). Change agents take up the duty of introducing and managing change. Internal change agents can vary form managers to employees. An internal change agent is advantageous compared to an external change agent; for instance, they are familiar with the organization’s culture, political system and history (Nelson & Quick, 2010, p.633). In addition, the internal change agents are likely to ensure that they introduce and manage change effectively because they will be affected by the results of the change, since they are part of the organization. Change agents should be capable of fostering communication, commitment, and support in the change process. This paper will discuss both the advantages and disadvantages of internal change management. Advantages of internal change agents An organization decides to hire change agents for several reasons; the special skills and knowledge they possess, capability of management decisions, and the capability of leading an organization towards success through change management. Incase an organization decides to hire an internal change agent, below are some of the advantages. The change management process assists the organization in understanding the type of change and the reason for change, and as a result, reducing the fear of the unknown. Internal change agents are advantageous, since they can easily communicate with employees; as a result, trust is gained fast because they are part of the organization. Internal change agents mainly comprise of managers of an organization or its employees; many organizations choose to use change agents with an aim of achieving a competitive advantage (Gilley, 2001, p.9). In addition, internal change agents are efficient, especially when emerging problems require the understanding of culture, procedures, structure, practices, and policies of an organization. An internal change agent is easily acceptable in the organization, as he in a position of understanding the organization better, hence being accountable for his decision, which is advantageous in reducing security risks. It is also possible for an internal change agent to be more time and cost efficient, since he is already familiar with the organization system. The knowledge of organizational politics, resources, and culture is also an added advantage as the change agent is committed to long-term success (Gilley, 2001, p.10). Moreover, an internal change agent can also work as an external agent especially when working in different departments. In addition, there is guaranteed confidentiality and security, since the change agent is part of the organization. This change agent may easily trust and respect fellow employees, as they are a team. Internal agents are likely to benefit from the easy accessibility of information, which is not the case with external agents. This may be an added advantage
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