The Course of Change Management - Essay Example

Managing Change The of change management is followed in order to get the current stage modified to form the expected future This change can both be organizational or managerial. Change in an organization mainly occurs as result of its strategical modifications within its operations. It can also be related to any change or whatsoever in the acceptance or removal in some of the practices followed by the organization previously. Change within an organization generally occurs when it happens to undergo modifications in its life cycle. It is also regarded as a process meant to develop or change one or more of its multiple elements within its managerial structure. Organizational leaders and its respective managers make the necessary efforts in order to accomplish the change. It is basically the nature of their work that they do such modifications. While in the process it reflects that some are very much acquainted with such practices while others are not. Also, some are able to grasp the things swiftly while others take longer hours to settle down. This often make significant differences in the job pattern of the people who settle down and spend a good span of time in their jobs while others get bogged down under pressure. This makes the candidate much more inferior with respect to his counterpart and ultimately settles down frustrated and aimless. This also makes him loose his efficiency level. But unfortunately there are least number of schools and institutions that apply to the study of such practices and thereby provide possible solutions. They are required to identify those particular areas and develop strategies by critical examination of the shortfalls. It should become a priority for these organizations to develop solutions. (Organizational Change Management, 2009) However, changing a management is sort of a difficult practice to implement. It is similar to changing an individual’s long established habit that has been continuing over the years. On the organizational context in order to bring about change, it is required to understand the basic concepts about the structures and the different roles played by the management. This is a practice implemented in order to gear up the performance level of the organizations and side by side improve the performance level of the people in and around the organization. Researchers have almost borrowed thoughts and several concepts covering these areas which try to unfold the various aspects of organizational change. They have put up theories in order to describe situations that lead to organizational change. Most of the latest methods relating to the subject are not all the more sufficient to suit the process of change and leading the developmental process. Generally change and development processes are greatly motivated by several of critical occurrences that tend to modify the existing pattern and alter given course. Various processes have been studied that follow new and appropriate theories in order to make researchers much more expressive and narrative. One can say that the term ‘change’ refers to multi faced function that is somewhat restricted to certain aspects. These aspects are related to several changes in the innovation practices. Theories also tend to focus on the right approach in order to understand the objectives related to scientific study on change more than in practical terms. The resultants of research are most likely to identify the significant and most favorable factors and processes which tend to change the shape of the organization. The processes that include organizational change have certain phases that include both discovery as well as evaluation. Studies over multiple events that help occur changes sequentially help to generate extremely long series of data that in terms help to discover the amount of variances among most of the cases. (Chapman, 2009) While managing organizational change there are several principles that require necessary quotations. Change management generally takes itself through a thoughtful planning coupled with sensitive implementation. It also requires proper consultation and simultaneous involvement of people from various sections of the organizations in order to execute the change. If we try to impose change by means of pressuring someone, than it might lead to undesirable circumstances. It should be considered that the change needed to occur should in terms be realistic and measurable. It should also be achievable. These aspects though pose relevance to personal change but also have great impact on the culture of the organization too. As competition have become more and more tough with respect to the market there is immense scope for development for the organizations. They need to focus on initiatives that greatly deal with the customer needs, create better opportunities and make the field for better survival of the company. Also in order to stay competitive organizations need to focus on the work and its related procedures that need to add value to the organization. (McNamara, 2008) This very age is a phase of hyper competition. It has almost invalidated the basic assumptions that are earlier used to study market conditions. Also there are companies those have shifted its balance towards moderate use of rules and regulations and consequently moved itself away from market competition. The barriers faced at the entry level were once regarded to be the stabilizing force behind significant competition. But these forces have fell flat in front of the rapid changes in this information age. These elements have in terms challenged the position and capacity of the organizations in coping with the market life. It is a fact that today’s business environment have seen change occur within an organization more often. There have been frequent changes or shift in plans and procedures. Growing amount of mergers and acquisitions that are taking place these days have subsequently contributed to the changes in the organization’s operational pattern. Employees do have deep relation with their organization and also with the work group. It is the ability of the individuals to adapt themselves settle within an organization for their survival. Change will be present in one or the other form and it is the responsibility of the individuals to synchronize themselves so as to fit in the organization. He needs to manage and learn the required skills and subsequently lead the change process. (Durant, 1999) There are certain barriers on how an organization reacts to such changes. It differs from organization to organization as from individuals to individuals. There lies an effect of stress that tends to create anxiety within the managerial level and sometimes may also lead to confusion. Such confusion generally occurs due to uncertainty of what may lie in future. It is also likely to see that management takes a defensive stance so as to protect itself from future defaults. With respect to an employee, organizational change might bring in him a sense of fear. He initially feels some kind of pressure to certain extent. At the first instance the process of change is thought to have brought a great loss to his personal career and in the process likes to gather knowledge of how such changes might hamper his growth. He also has the view that this change might bring in more troubles to the organization as well. He starts to care the benefits he might be receiving prior to the change. However, on taking measures of change, organizations are required to convey the same to the employees as well. Management should also discuss among themselves on various issues and about the employee satisfaction as well. But as a result of organizational change there are certain other side effects that might take toll on the management, like – absenteeism, reduced productivity, and decrease in valued employees. (Managing Organizational Change, n.d) The first major option that leads to a change can be due to a crisis that had been provoked or may be a crisis occurred as a result of findings and research of various organizational parameters. This crisis may relate to decrease in sales, losing of a great leader within an organization; and other awakening factors such as investor related issues or might be those actions that relate to the key competitors. Hence, the managerial level takes intense decisions by citing such discrepancies and orders for an organizational change. It needs to be mentioned that during the process of change there are several roles played by the organization. There are agents assigned with various roles during the project. These roles are especially played by specific individuals or group of individuals whom the management had assigned the job. The individual or group is generally appointed after the project plan is developed and the implementation stage of the project plan is initiated. Though the agents and other management bodies are required to initiate the process but also certain form of backup by different bodies within or outside the organization is required to fulfill the given task. This may differ with respect to the given situation. The agent that is recruited for the process can also be the leader for the change. The change process also requires a sponsor in order to co-ordinate the whole developing process. It may be concerned with the Human Resource, strategic planning or may be from Information technology. (Major Roles during Change and Capacity Building, n.d) Appreciative inquiry is one of the major tools that are implemented in order to help organization in the developmental processes, training and problem solving. It is a method that is based on the assumption that the problems that occur in and within the organization depend on our own thoughts and perception about the problem. It is a philosophy articulated on the basis of different models and frameworks. It is a tool to strategic planning that helps to identify the specific roles of individuals during the worst of the moments. It in fact reflects the vision of the organization. The motive of implementation of such tool is to work out the best among the business models. It has in fact brought about revolution among the practices that involves organizational strategic planning and development. (Lord, 2005) and (Lecture 5, slide no. 5). By co-operative inquiry we mean accommodating oneself with another people in a group having similar kinds of concerns and interests. It helps in providing a new look at different things that in terms make sense of one’s life. (Lecture 5, slide no. 8) Organizations opting to make a change in its overall process need to ensure that its management also does support the cause in order to make the appropriate move. In order to benefit from the project there should be assurance from the board that the project to be undertaken is sufficiently resourced and that there lies no political support for the change to take place. It should insure the involvement of sufficient amount of resources like people, time and also money. Again the board of members should also give a proper view of the developments made in order to implement the required steps of change. The members should also possess the necessary skills so as to support the needs of implementation. If any sort of problem occurs in the process they should be eligible enough to restrict and take adequate steps to overcome the problem. Employees should not be over burdened by pressure in the process that might result abruptly leading to overall collapse of the system. (Lecture 5, slide no. 6) The board in its position can suitably take sufficient steps in providing adequate measures in building broader plans and policies. It is sometimes noted that the board does not involve itself in the day to day activities but only takes into account the objectives of the results. Their role can rather be justified in terms of evaluating the ultimate results and perspective of the project. (How to make sure the Board of Directors participates in the project for change, n.d) Steven Wright supposedly said, “I have a microwave fireplace at home. You can lay down in front of the fire all night in eight minutes”. When it comes to microwave we find that fireplace results due to improvement and substantial change. But it is noted that this improvement did not occur as fast as we get it. It is the result of creation and extreme realization factors for new improved possibilities that might help change in some form or the other with general trial and error method. (Simmerman, 2006) Another example can be cited in favor of organizational change which is as follows – a corporation having a world wide customer base realized in its process of development that it has been duplicating work. It had come to the notice as the company felt that there is huge customer demand for the same kind of product. It then felt that its knowledge management system might come on handy in keeping track of the same kind of projects and thus help the company to avoid duplication. In the process it assigned the following task to its Senior VP of Information Technology. The team immediately searched for various aspects without proper understanding of the corporate culture. The semi autonomous units of the company too initiated the process of research but ultimately nothing could come for benefit of the organization. Then it was the employees that felt the need to improve their value to sharing knowledge that had been posing difficulty to their bonuses and their promotion. (Examples of organizational Change, n.d) Actually the organization did not have in place its metrics related to knowledge based sharing. It though had the necessary software but was adding little value to the organizational growth. Conclusion There has been increase in the pace over the years. There has been extensive use of leverages, as a matter of fact, in the modern times that try to focus on several issues like increasing of shareholder’s wealth. This has almost brought transformation in the balance sheets of the finest companies. Each and everyone have some or the other features in order to bring about improvements. It is nothing but the power of capturing multiple ideas and conceptions and the probable possibilities so as to reformulate and subsequently restructure those into usable form. References 1. Chapman, A. (2009). Change Management. Retrieved from: http://www.businessballs.com/changemanagement.htm(Accessed on August 20, 2009). 2. Durant, M. (1999). Managing Organizational Change. Retrieved from: http://www.crfonline.org/orc/pdf/ref4.pdf (Accessed on August 20, 2009). 3. Examples of organizational Change, n.d. Retrieved from: http://www.4-perspective.com/tp/OC_examples.htm (Accessed on August 20, 2009). 4. How to make sure the Board of Directors participates in the project for change, n.d. Authenticity Consulting, LLC. Retrieved from: http://www.managementhelp.org/misc/board-in-change.pdf (Accessed on August 20, 2009). 5. Lecture 5. Managing change, Relational approaches, PowerPoint Presentation. 6. Lord, J. (2005). Appreciative Inquiry. Free Management Library. Retrieved from: http://www.appreciative-inquiry.org/ (Accessed on August 20, 2009). 7. Major Roles during Change and Capacity Building, n.d. Authenticity Consulting, LLC. Retrieved from: http://www.managementhelp.org/misc/roles-during-change.pdf (Accessed on August 20, 2009). 8. Managing Organizational Change, n.d. Feap Newsletter. Retrieved from: http://hsc.virginia.edu/internet/feap/newsletters/managing-org.-change.pdf (Accessed on August 20, 2009). 9. McNamara, C. (2008). Organizational Change. Free Management Library. Retrieved from: http://managementhelp.org/org_chng/org_chng.htm(Accessed on August 20, 2009). 10. Organizational Change Management, 2009. The Revere Group. An NTT DATA Company. Retrieved from: http://www.reveregroup.com/services/operational-efficiency/organizational-change-management.aspx (Accessed on August 20, 2009). 11. Simmerman, S. (2006). Teaching the Caterpillar to fly. Retrieved from: http://www.squarewheels.com/content/teaching.html (Accessed on August 20, 2009). Read More