Managing Organisational Change in Maintaining and Attracting Customers in the Organization - Coursework Example

Change management Name: Course: Tutor: Date: Change management Changes that are needed in the organization are to improve the quality of services and products. Change is inevitable due to the changing business environment. In addition, change is required in organizations because it will help the organization competitive advantage in the market. The poor performance that the company has been facing is because of modern procedures and processes in the organization (Cameron & Green, 2004, p. 222). This is essential especially in maintaining and attracting more customers in the organization. Change in the organization will help the organization meet its goals and objectives within the required time. The human resources are vital and they should be skilled and experienced so that they can achieve organizational goals. In addition, they provide them with the knowledge and competence they require. This will motivate and encourage employees to perform excellently in the organization. This is noteworthy because employees determine the success or failure of the organization (Axelrod, 2010, p. 188). Organizational goals and objectives should be aligned to those of employees in the organization because change can only be achieved by matching the expectations. Expectations should be set in mind because it will help them remember what they are supposed to do to achieve the change required (Cummings & Worley, 2008, p. 72). The change required can be achieved by assigning duties to the every stakeholder in the organization. The time span should be set for the required change to be achieved. In addition, realistic goals are set in order to be easy to be achieved for the success of the organization. Though reasons for change vary, they are mostly meant to improve the image and retain customers in the organization. This is critical especially in industries with many competitors or players. Change will make the organization's focus on satisfying the customers in the market. Technology has led to change in organizations because it is the driving force towards modernizing organizations in order to attain international standards (Cameron & Green, 2004, p. 223). Change management is structured transitions that will help organizations improve from the current state to a better future. Therefore, change management come in different approaches depending on what the organization want (Cummings & Worley, 2008, p. 74). Change management is essential because it empowers employees and other stakeholders towards improving the organization’s performance in the market (Scheer, 2003, p. 131). Change is inevitable because of the changing business and operation environment in the market. This means change management cannot be postponed if the organization wants to maintain high standards of performance (Green, 2007, p. 179). This will be factored in the organization because of competition in the market. The change in the processes in the project implementation should be introduced in the company. This is should be approved in the company if real change is required (Axelrod, 2010, p. 189). There are several theories that explain change management in the organization. These include business process reengineering, Total Quality Management (TQM), The Holonomic Organization Model, and other theories and models. Total Quality Management (TQM) TQM is one of the important theories for change management that organizations should utilize. This theory focuses on the human resources, procedures, processes, and other stakeholders in the organization. Change management is crucial because TQM can be used to achieve the set goals and objectives of the company. The theory focuses on improving the quality of the products and services. This will help in attracting and maintaining customers in the market. The focus is to improve the existing processes and procedures that are planned in the organization (Scheer, 2003, p. 132). The radical changes required in the organization can be met if the existing procedures cannot meet customer requirements. Though theories vary, TQM is the most preferred theory because of its clarity and ease in implementation. In addition, it has the ability and capability to bring the required changes in the organization. Furthermore, the impact it will have on the organization will be felt because of its organized way of initiating change (Cameron & Green, 2004, p. 224). Business Process Reengineering Business Process Reengineering is mostly referred to BPR. This is one of the theories used in change management. Organizations should adopt it in order to improve their performance and compete favorably. The focus of this theory is on processes that the company use to get things done (Green, 2007, p. 182). This means better processes can be adopted in organizations due to their effectiveness and efficiency in bringing change. However, this theory does not take into consideration the aspect of human resource because it only focuses on the processes and procedures. It argues that, even if the people or human resources are efficient and effective without procedures that are organized will lead to poor performance. This theory is crucial because it focuses mainly on intentional, strategic, and large-scale change in the organization (Axelrod, 2010, p. 190). In addition, this theory entails systematic procedures and guidelines. This is crucial in change management in organizations because it is clear in its improvement and management of goals and objectives of the company (McMillan, 2008, p. 104). Believing in achieving organizational change is crucial in every organization. This is because it will help in coordinating and communicating in the organization. Though change can be attained in the organization, vision and mission should guide it because this is the overall goal. This will lead to successful change in the organization (Waddell, 2004, p. 170). This means that, lack of vision can lead to organization decline because there will be no need for change. This means the vision and mission of the organization will produce organizational change because it is strategically formulated (Scheer, 2003, p. 133). Though change may not be easily managed due to resistance, constantly talking about it in various forums with stakeholders will lead to its implementation. It is the vision and focus in mind that will guide organizations in effecting the required change within the stipulated time. Before any change is effected in the organization, appropriateness should be identified before the proposal (Sims, 2007, p. 552). The challenges the managers might face when initiating the change There are many challenges that managers face as they initiate change in organizations. Even though the managers are committed and experienced, the managers will constantly face challenges because effecting change is not easy (Todnem, 2009, p. 280). Managers will face numerous obstacles if they will not communicate the importance of change in organizations. These challenges include unrealistic deadlines, scope of change, failure to mange risk, poor communication and coordination, lack of adequate resources, insufficient skills and experience from the team, customers and end users are not engaged during the project, and lack of vision and goals that are well-defined (Cameron & Green, 2004, p. 2226). Ineffective communication and coordination If the managers are not effective and efficient in communicating and coordinating change in the organization, it may not achieve its goals and objectives. The stakeholders especially the employees can resist changing that has been communicated to them. Poor communication and coordination may lead to resistance from employees and other stakeholders in the organization. Effective communication will help the managers effect change in the organization because every one knows what he or she is expected to do (Cummings & Worley, 2008, p. 75). There should be no shortage of information flow from the top managers to other stakeholders. Most mangers will face the challenge because the information was not passed to the right people at the right time (Green, 2007, p. 183). This is the greatest challenge because the employees are not told why the change is effected. This is crucial because employees of an organization are the ones top effect change. Manager mainly faces the problem because they do not provide the right information at the required time (McMillan, 2008, p. 106). This is because the organization may have not cultivated persuasive communication culture leading to conflicts and misunderstanding. To solve this problem, the managers should know when and how to effect change in the organization. This will help in reducing resistance from the stakeholders and especially from employees (Sims, 2007, p. 555). Information should be communicated effectively without causing a lot of discomfort to the implementers of the change required. The managers should develop a template of what is required to be changed and communicated to them immediately. This will provide them time to go through so that they can give their views. Therefore, communication is crucial for the success of organization in effecting change required. The employees and other stakeholders should be told in advance, what they are supposed to do in order to effect the changes required in the organization (Axelrod, 2010, p. 194). Resistance from employees and other stakeholders Most managers face resistance from employees and other stakeholders who do not expect changes in organization. Resistance may be due to poor communication and other factors that were not clearly explained to them (Waddell, 2004, p. 171). The employees may team up and resist the changes that need to be effected in the organization because they were not consulted when they were being formulated at the initial stage (Todnem, 2009, p. 283). This means the managers should involve the employees and other stakeholders in decision making about the changes that need to be done in the organization. If resistance cannot be overcome, then the changes that were anticipated may not be achieved in time. To deal with resistance from the stakeholders in the organization, consultation should be done thoroughly in good time. This is significant because other people’s views and opinions are incorporated (Cameron & Green, 2004, p. 227). Failure to manage risks Most organizations may fail to manage risks because of the effects of change. Risks may occur because of poor planning and failure to factor in risks that may face the organization in the process of introducing changes. This means that the managers may not meet their expectations if the risks are too numerous for them to manage. The finances budgeted may be inadequate; hence, opening up loopholes that will affect change that is required (Sims, 2007, p. 562). Insufficient team skills Insufficient skills and experience can affect the change that organizations want to achieve. The managers may lack the expertise required to effect the changes that are required. This is crucial especially when introducing new technology in the organization so that they can maintain satisfactory organizational set up. In addition, insufficient team skills will affect change management because the organization will effect the required changes (Axelrod, 2010, p. 196). Lack of skills by the top management will be the biggest challenge because all the work will need experts. This means the skills are necessary for the required for the change to be effected in the organization. To solve this problem, the managers should employee experts in different fields or disciplines. This is notable because it will help in providing the required skills (Cummings & Worley, 2008, p. 76). Vision and goals are not well stated If the goals and vision of the organization are not well defined, it will lead to challenges. The challenges may affect the implementation of various policies and procedures that are required for change (McMillan, 2008, p. 107). The managers may face these challenges if they do not specify the goals and vision of the organization. Change management is crucial because it will help organizations improve the quality of the products and compete favorably in the market with the competitors. In addition, the competition created by the global expansion is a crucial issue that needs to be addressed. It is the responsibility of the top managers to decide on what they want so that they can achieve the set goals and objectives (Cameron & Green, 2004, p. 228). Having clearly stated goals and objectives is associated with successful organizational change and management. However, lack of well-coordinated and communicated change will lead to decline in the performance of the organization (Todnem, 2009, p. 285). This means setting the vision and goals of the organization will determine its success or failure. Therefore, vision plays a crucial role in bringing organizational change and improving the image and reputation of the company. This means vision is critical in change management in the organization. It guides the organization in achieving the change it requires within the stipulated period (Green, 2007, p. 183). In addition, many people argue that the vision set by organizations will help in identifying the appropriate changes in the organization. It is backed by the change theories such as Total Quality Management (TQM) and Business Process Reengineering (BPR). This shows the importance of having clear vision and goals of the organizations. Therefore, the managers should be trained on how to set goals and vision that will help in the achievement of the required organizational change in the organization (Scheer, 2003, p. 135). Change management is concerned with the future of the organization because it will inspire the managers and employees. This means that to introduce new changes in the organization, all the stakeholders in the organization should be consulted so that it does not lead to conflicts (Sims, 2007, p. 562). Conflicts can lead to stagnation of the change that is required in the organization. Change should be systematic or orderly so that it does not create confusion and misunderstanding in the organization (Green, 2007, p. 184). A vivid description of the change that is required in the organization in order to accomplish its goals in time. This means the managers should be effective and efficient in taking actions that are mutually acceptable by all stakeholders. The managers should set simple and clear objectives so that they do not face the challenges that stagnate the activities of the organization (Cameron & Green, 2004, p. 229). In addition, change should be communicated at the right time by the top management so that concern parties are given time to read and understand it. This will reduce resistance during the implementation process (Todnem, 2009, p. 287). Relationship between managers and other stakeholders should be upheld so that the changes that are required are accepted and implemented immediately. This means it should be purposive and inspirational at all times in order to avoid delays in implementation (Waddell, 2004, p. 172). Change management should be rushed because it may cause many challenges to the managers because it may be rejected. The outline should be clear because it should capture the needs and requirements of every stakeholder in the organization. This should be in line with the market strategies that are specific in nature (Cummings & Worley, 2008, p. 77). For this to be achieved, change management processes should include creative communication that will be an appeal to change audiences. Leadership is crucial in bringing change in most organizations. Leaders or managers should have skills on how to manage change that is required. The managers should factor in the issue of changes and dynamics that may be witnessed in implementation of the changes that are required (Axelrod, 2010, p. 197). For successful change management to be achieved, the managers should consider the following factors in order to avoid many challenges. Effective communication should be checked so that various stakeholders are told the reasons for change in the organization (McMillan, 2008, p. 109). Reasons for change should be clearly stipulated so that the stakeholders understand them. The results will be known when there is the successful implementation is achieved for change (Sims, 2007, p. 563). In addition, the stakeholders should be assigned responsibilities and roles that they need accomplish. This means the managers should assign the responsibilities according to one's skills, experience, academic level, and willingness (Scheer, 2003, p. 138). The cost or the value should be estimated so that the project does not stall on the way before its completion. Expenses are necessary because change management will consume many resources that need to be budgeted (Cummings & Worley, 2008, p. 79). This will ensure the required change is achieved without misuse or inadequate financial resources (Waddell, 2004, p. 176). For this to be achieved, appropriate strategies should be designed appropriately so that change failures are not witnessed or trouble the changes needed in the organization (Sims, 2007, p. 564). Therefore, operation effectiveness and efficiency need to be outlined so that transformation needed is tracked easily in the organization (Todnem, 2009, p. 289). Tracking is crucial because it will help the managers in determining whether the goals and objectives have been achieved or not. Therefore, the goals should be prioritized in the order of their importance so that the most agent and notable ones are accomplished first (Cameron & Green, 2004, p. 233). References: Axelrod, R. H. (2010). Terms of Engagement: New Ways of Leading and Changing Organizations. New York: Berrett-Koehler Publishers. Cameron, E. & Green, M. (2004). 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Human resource management: contemporary issues, challenges, and opportunities Contemporary Human Resource Management. Washington: IAP. Todnem, R. (2009). Managing organizational change in public services: international issues, challenges and cases Understanding organizational change. New York: Routledge. Waddell, D. (2004). E-business innovation and change management. New York: Idea Group Inc (IGI). Read More