Management and Organizational Change and Development - Essay Example

? Management Table of Contents Managing Organizational change 3 Individual Level 3 Organizational Level 4 Introduction to Organizational Change and development 5 Organizational Change and development: an implementation Plan 7 Reflection 8 References 10 Managing Organizational change Most of the organizational changes are planned and are introduced by the management for various reasons. Also it needs to be mentioned that a successfully implemented organizational changes can be quite easily noticed. There have been various theoretical aspects related to the topic of organizational change. In this sections the theoretical aspects of the process related to the organizational change management is described focusing on both individual as well as organizational level (Maylor and Blackmon, 2005, p. 209). Individual Level One of the most famous analytical organizational change model has been developed by Kurt Lewin which is famously knows as the Lewin’s three stage model. Lewin’s model has been focused at n individual stages of development as Lewin believed that change can be initiated properly only if the employees on an individual level understand the motive and the probable outcomes of the change. Lewin believed that there are mainly two types of forces that while considering the process of change. There is one type of forces work in favor of the change. While the other type of forces are the restraining ones. If the forces that are in favor of maintain the status quo that is the restraining forces should provide less resistance to those in favor of the change then only organizational change can be achieved. The three stages o organizational changes are explained Unfreezing: This step is to minimize the forces that are marinating the behavior of the system at the current level. During this phase the management makes the employees understand that in today’s business environment change in inevitable. Motivation: this stage is about modifying the behavior of the employees of the organization. During this stage the management looks to make the employees understand about the probable positive put comes of the change by developing new set of values, attitudes and behaviors through the organizational structure. Refreezing: this is the final stage where the employees give up the formal values and look to embrace the organizational process. Refreezing is about eh stabling the change process. Mainly the organization looks to complete the refreezing stage through organizational norms, culture and structures (Carnall, 1994, p. 351). Organizational Level One of the most famous analytical models that describe the process of change at an organizational level has been developed by Harold J. Leavitt. According to Leavitt organizations are like multivariate systems that have four most important variables such as the structure, goal, technology and players (Moore, 1963, p. 141). According to Leavitt structure is the structure of authority, communication and responsibility and work relations. The players are the employees of the organization; Technology is the techniques and equipments that are used by the players or employees of an organization to achieve desired organizational goal. Leavitt considered goal as “la raison d’etre” of an organization. Leavitt believed that organizational goal is the rationale that complements the functioning and the existence of the organization. Leavitt believed that these variables lead to organizational change. The core concept model was represented by the strong relation and interdependence between the four variables leading to main consequences: One of the variables can be modified to inflict desirable changes in the other type of variable. The change of one variable may quite possibly lead to some unwanted and unexpected changes in the other variables (Ridley, 2008, p. 301). Researchers related to the field of organizational science and psychology however felt that the theory proposed by Lewin was a little dispersed and may require some modification so that the organizational change process can be initiated at an organizational level. Hence in order modify the model suggested that Jeanne Watson, Ronald Lippit and Bruce Westley. The American authors proposed a modified seven stage model such as: The need for change: The stage refers to the unfreezing phase of Lewin’s Model. Developing a structure of relations for the change: During this phase the relations between the managers and the employees of the organization is finalized. Analyzing other possible ways and objectives; during this phase the objectives and intentions for the final actions plans are set. Turning purpose to a serious effort of change; the third, fourth and fifth stage actually corresponds to the refreezing stage of the Lewin’s model. Finalizing the final relationship; it is the conclusion of the change processes through formative relationship between the change agents i.e. the mangers and the employees (Simons, 2011, p.275). Introduction to Organizational Change and development Organization change process can be defined as the situation of evolution between the present and future state, towards which the business firm is directed. Organizational change and development process includes the appropriate content of organizational change. Several organizational changes process has been introduced in order to ease the accessibility of the managers. There are various organizational change processes, such as transitional and development change. On the other hand, organizational development is an endeavor that is planned at the business level and begins from the top hierarchy of the organizational processes, implementing behavioral science and knowledge studies. Organization development process is a maintained and planned effort to implement knowledge studies in order to improve the business process system. An implementation of auto reflexive analytical tool will help the organization to undertake effective organizational change development process. The final and ultimate purpose of the organization change is achieving success from the process. It means an enhanced engaging between the environment and organization. It helps to evolve more effective and efficient working method. The success of organization change and development process and several related aspects used to depend upon these following criteria. Helps to reach goal for which the strategy has been implemented. It does not exceed the specified deadline or the budget that is set for it. Both the inside and outside organization’s members used to perceive this as the successful process and strategy. It helps the business firms to attain positive operational and economical result within the specific deadline. Moreover, it is very much cost and time effective. The effective implementation of organization change and development process has several benefits in terms of organization’s point of view. It increases the efficiency and ability of the employees (Cummings and Worley, 2009, p.121). Moreover, it helps the organizations to undertake appropriate actions and strategies in order to achieve the business goals and objectives. Moreover, at the end of each and every successful change process it can be found out that, the organization has able to generate more revenue and maximize its business profits. Organizational Change and development: an implementation Plan There are several inadequate processes of organizational change and development. Some of the essential factors need to be monitored before implanting organizational change within the firm. The most key part of the change process of an organization is to understand when to implement change and development process. More importantly it should be realized that, what to change. If a manager or an entrepreneur know the appropriate things that need to be changed in right place and time, then it can be state that, the successful change process has reached to the half way mark. Business intelligence process is a successful strategically framework that will help the organization to adopt the change process effectively. Planning for the implementation process of organizational change used to present the roadmap for the successful change process. This change process need to answer the specific questions related to the organizational change and development. The possibilities in the selected change strategies and process need to evaluate. Otherwise, it can hamper the business operation of any corporation (Hamlin, Keep and Ash, 2001, p.93). Before implementing this change process, a manger needs to decrease the impact of unfavorable internal and external factors that will create barrier to the change process. This strategy will help the managers to improve the initial change plan as he or she can attain some good recommendations from the other organizational members. It will help the managers to take right and appropriate decision to the organizational change. After overcoming possible future resistance managers can implement the change process. They need understand and follow all specific planned activities from the updated plans after executing the strategies in order to overcome the resistance related to the organizational change process. Managers need to celebrate along with the team after the successful implementation of organizational change process. It is one of the simple, easy and important steps to undertake in the organizational change process. Most of the time, managers used to forget to implement this step. If the change process become effective and successful and the managers celebrate this success moment with their sub-ordinates and other team members, then it will encourage and motivate the employees to provide their 100% efficiency and ability to their assigned responsibility. Measurement is one of the important factors in the organizational change process as the implementation of change process used to impact on the business performance of a firm. If any problem arises in the business performance, then the measurement strategy will help the managers to implement the next best possible step. Reflection The study has been conducted in order to analyze the process of organizational change and development. Organization change can be defined as a transformation phase than an organization goes through when the structure and strategies of an organization is altered. The study looks to describe in the modern day business environment an organization has to go through a process of change not only to gain competitive advantage but also for ht mere survival. The study shows the role of the managers as a change agent. Organizational development can be defined as the answer to the organizational that is conducted to modify the norms, values and attitudes and structure of an organization. The present study looks to provide a brief over view of the organizational change and development process. During the course of study organizational change from and individual and organizational perspective has been analyzed. Theoretical and analytical models such as the Lewin’s three sate model, Harold J. Leavitt model of change and also model suggested by model suggested that Jeanne Watson, Ronald Lippit and Bruce Westley; which also happens to be a modified version of the three stage model proposed by Lewin has been presented. Also the process of organizational change implementation has been provided. References Carnall, C. 1994. Managing Change in Organizations. London: Prentice Hall International Ltd. Cummings, T., and Worley, C., 2009. Organization Development and Change. Stamford: Cengage Learning. Hamlin, B., Keep, J., and Ash, K., 2001. Organizational Change and Development: A Reflective Guide for Managers, Trainers and Developers. New York: Prentice Hall. Maylor, H. and Blackmon, K. 2005. Researching in Business and Management. London: Palgrave Macmillan. Moore, E. 1963. Social Change. Prentice New Jersey: Hall Inc. Ridley, D. 2008. The Literature Review: a step by step guide for students. London: SAGE Publications Ltd. Simons, R., 2011. Human Resource Management: Issues, Challenges and opportunities. Florida: CRC Press. Read More