Making Planned Change Work - Essay Example

Due Making Planned Change Work Introduction Due to the increasing competitive pressure and more so from globalization, most organizations have implemented plans which are aimed at making their business become more effective through the process of integrating their business units. In order to make the planned change effective, various suggestions have been introduced for example there is the use of several models relating to planned change. Lewin’s change model shows that organizations such as the military aimed at effecting change should first instill some new values, norms in operations and the culture of the operations should also be altered. The steps taken in this model involved getting rid of all resistance towards change for example through the process of unfreezing. The other step involves moving where the organization comes up with other values and norms. Refreezing process involves restarting a new state of equilibrium and instilling new values, policies and structure. This is because the management of change involves the implementation of structures, systems and attitudes in the operation of a business. The importance of change management ensures the effectiveness of desired and proposed changes. It also ensures that the effects of these changes are known to everyone in the organization and that strategies of managing change are present (Nick 2001). The rate at which most organizations change has been slow as most people have always wanted to resist from change or they fear changes. These fears include the fact that most business people fear failing as a result of possible risks, they also fear more control of their performance and the other fear involves the influence of technology. Changes are doomed to fail if the organization affecting it allows much complacency. This is where the business effects changes to something that is already working out well for them. It is therefore important for businesses to have a major reason why they take up changes (Nick 2001). The other reason of failing involves having a no guiding coalition where most people fear taking up large changes. Failing to have a clear vision may also cause change failures where the implementations takes time. The vision proposed should also be communicated to all in order for everyone to participate in the process of decision making. Business structures should not be allowed to hinder any new vision and to achieve this short term wins should be created. The agents of change have to be maintained until changes are firm and people stick to the changed culture. A vision can be seen as a reality that is to exist if properly implemented. It gives people confidence by acting like a force that is within and thus pushes people to move in the desired direction and in the process it gives guidance. The important of a vision include the fact that it shows clearly the direction of change. A vision also motivates people in taking the relevant action of taking the right direction and it also coordinates people’s actions for them to work effectively and efficiently. In the Military one development project can be described as planning to develop an atomic bomb which will be used during wars. The theme of this intervention will involve all the top leaders in the military to coordinate people in the making of the atomic bombs. This theme will enable people to research more on the making and the production of these weapons. It will also build up leadership skills and create a good relationship among the members of the military. The process also saves time as it takes the shortest time to develop a weapon (Nick 2001). The process of managing a complex project needs one to be too sensitive in the management of teams as change can either bring about positive outcomes or negative. Mismanagement of these projects bring about influences to the business environment which will confuse employee and thus make them perform poorly, more people will also resist the proposed change thus leading to difficulty in implementing this change. If organizations impact changes time and again before employees get used to the last effect then this leads to change fatigue. The signs of change fatigue includes despair, complains, employees being less motivated thus leading to absenteeism, insecurity and lack of morale. This kind of behaviors makes the business reduce in production as the employee performance will be ineffective. Management may also experience resistance once they want to change a system that is to be more effective to the business (Nick 2001). Critical moments are experienced in events where the experience can either bring about positive or negative outcomes. It is therefore important to identify these moments as they are significant in the process of changing situations. There are six critical moments which include the emergence of threats, the occurrence of surprises which can be good surprises or bad. The problems arising will also need solutions to solve them. The other critical moment include the process of visualizing new beginnings, the disturbance of a strong attitude will be another moment and the achievement of desired and proposed objective. The final critical moment will involve the change that occurs in a major part of the framework. As a change maker I would introduce some change in the recruitment process of all people wishing to enter the military. My role would be to instill a sense of understanding to those employees and managers who will be resistance to this change as the implementation will see more people accessing these opportunity thus increased effectiveness. Some of the problems that may arise in the process of implementing the project will include resistance. This is not all employees will accept to move in the desired direction. The solution for this problem would involve carrying out training and development in order to sensitize the importance of change. Other barriers will include poor skills in the recruitment process and this will be overcome through training and giving people time to accept and stick to the culture. Change fatigue will not be a factor as it only occurs to those businesses that have been changing their strategies frequently. To motivate workers in the organization one factor will include addition of tangible benefits for example provision of accommodation, food and healthy services. Other intangibles will include better leadership skills and management. Works cited Nick, Morgan. How to overcome change fatigue. Harvard Management Communication Letter. 4. 7, 2001. Read More