Develop a Change Management Plan for CrysTel - Essay Example

into examining how this change process will be executed with particular attention to leadership style that can ensure continuous success of the process. Also, measures and ways to monitor the change process will be examined. The project will end with an examination of the challenges that the organization may face in the foreseeable future spanning from the next five to ten years and possible contingent solutions to these problems. We begin by talking about what organizational change is and then examining the reasons why it happens or is necessary in every organization.

Organizational change or change in general can be defined from a variety of points depending on the perception of the user. An individual or employee in an organization may look at a new post or position as a change while higher management may feel it is unimportant. (Cao et al, 2000, p187). Changes viewed also by management may also not be looked upon as change by outsiders like competitors or suppliers. This has led to the categorizing of change in various ways, some of which include strategic and non-strategic change, incremental and radical change, changes of identity, co-ordination and control, planned and emergent change, change in terms of scale, human-centered change in terms of individual, group and inter-group or organizational level, quantum change and so on.

(Cao et al, 2000, p187; Todnem, 2005, p372). Changes can also be structural, that is dealing with the physical alteration of an organization like its buildings and equipment or even employees. (Bennett & Durkin, 2000). On the other hand, it may be a change in process, that is, the way the related group of tasks are combined to create value for a target customer. (Cao et al, 2000, p188). A change can as well be in functions, that is, the decision system or policy and resource allocation duties of a particular element of an organization.

There can also be changes in values, beliefs and human behavior in terms of social