Hard Change Management - Essay Example

Download file to see previous pages Change management is defined as the formulation and assimilation of change in a methodical process. The major objective of change management is the introduction of innovative means and systems in the work organization. This can similarly be compared to the application of certain information technologies in the company or the adoption of new marketing strategies. Businesses must normally change to evolve to a higher level of, for instance, stability, management, or production. Appointing a new head officer, for example, can greatly enhance his subordinates based on his management principles and personality.     Perhaps the space between the new organization design and implementing it into actuality is the whole coverage of organizational change and development. As mentioned in the introduction, people are adaptive to change. However, certain skills must be present from the initiators of change to successfully implement their project. Thus, managers need to have the necessary abilities not only on detecting what needs to be changed but also how to introduce the change effectively. Thus, in this review of related literature, some of the approaches, common problems, influences, case studies, and best practices in change management will be analyzed about the research problem.    Several approaches can be done to introduce change management in the organization. Some approaches are more focused on what is needed to be changed, still, others emphasize how change can be accomplished. Levine (1) defined three approaches to organization, which include structure, technology, and people. These approaches had been categorized into three: unilateral power, which focuses on changing a component of the organization; shared power which emphasizes addressing change through group discussion and agreement; and delegated power in which certain change catalysts or agents are in charge of disseminating change.   There are four change management strategies to choose from, these are empirical-rational strategy, normative reeducative strategy, power-coercive (2), and environmental-adaptive strategy (3).  In the first strategy, individuals are rational and follow their self-interest once revealed. Herein, changes are based, on the communication and the tendering of rewards.  For the normative-reeducative, the people are considered as social beings attached to unique cultural norms and values.  Here, the changes focus on redeployment and redefining the existing norms and values of the organizations, and adapting to new development brought about by changes.  And lastly, for the last technique, the people are described as opposed to loss and interference but these people are more likely to adapt to new circumstances. This means, that the changes here are related to building a new organization and gradually outsourcing people from the old to the new. Regarding ethical issues, the managers had been able to take into consideration what would be the reaction of their employees to the changes that would be imposed. ...Download file to see next pages Read More