Management of change - Coursework Example

The success of this change, thus, can be measured ultimately by the difference in the work performed by the individual employees multiplied by the specific number of employees affected by the change. Without the individual perspective, the change management amounts to the activities performed without the goals or the outcomes being achieved (Reh 2015). The main overarching reason for imposing change management is to accelerate the rate at which individuals move successfully through the entire process of change so that the anticipated benefits are attained faster.

Apart from this, there are other benefits coupled with change management. These include allowing users to feel supported and valued by the organization making an investment in them and improving the performances and outcomes of the organizations. Furthermore it generates a higher level of teamwork, involvement, openness and trust among the workforce as well as building a change capacity and capability within the organization leading to the improved ability to respond to new situations quickly.

Implementing a change in the organizational culture and employing new processes can be considered as a challenging task. This is mainly because this process requires the transformation of how the people not only interact but also how they work. The organizations usually design certain activities that tend to minimize the resistance demonstrated by the users to the change in the program. There are numerous components of the change management. These include, Communication management, organizational change readiness, change adoption and change impact review.

Considering the manner in which change management occurs, it cannot be denied that the change is tough. This is mainly because the people in the organization is to implement the approved plan, get each task performed on the critical path and side by side monitor the progress as well as