In the today’s organisations business world, Change has become an obligatory means for an organisation to survive in the marketplace even for organisation that are small, medium or large. Success is subject to classifying key zones of change, what tools to be used for implementing the change to these key areas and how changes are implemented in a better way. It is the duty of the managers of the organization that play the main role in the change management, as this can cause many serious problems rising internally within the organization or external to the organization. The notion of change management is acquainted in most organisations today but how they achieve change or even more how effective they are at it, differs extremely depending
Based on the article on the study of organizational change management, change usually happens in an organization where there is a need of implementation of new modus operandi or upgrades the existing technologies with the changing demands of the business requirement or to increase the organization’s profit opportunities. Change management is clearly defined as the structured processes that incorporate a set of organizational tools and equipment as well as effective adjustments to manage, provide guidance and lead the people in an organization to embrace with the process of change in order to achieve the targeted desired outcome of an organization and thus minimize the unavoidable productivity drops. This change management involves all levels
2.6 Change Management Change management has become a term popular with business organisations. According to Whitaker (2012:45), change management is a concept which has a lot of experts. Zhu (2012:150) defined change management is defined as a process of planning, coordinating the implementing of all changes through individuals, teams and organizations. The term change management has also been defined as the process of continually renewing an organization’s direction, structure, and capabilities to serve the ever-changing needs of external and internal customers (Todnem, 2005:369). Change is an ever-present feature in all types of organisations, it represents how business cope with challenges and it is also how business repositions in order
Introduction Change management is the process through which organizations continually renew their structures, directions, and capabilities to serve the dynamic needs of their stakeholders (Mullins, 2010; Benn et al., 2014). Change is a continuous process in the life of an organization, and it occurs at strategic and operational level (van Bortel et al., 2010; Linnenluecke & Griffiths, 2010). Therefore, it is vital to recognize the importance of change to any organization by defining its future and approaches for managing change to attain the set future goals. Currently, organizations and teams are exposed to rapid changes as a direct result of globalization and the growing importance of sporting in the social development and sustainability
Organizational change Many companies worldwide have in one way or another implemented change in the operations of their business over the past years. This type of change in the operation of any business is described by the term organizational change. Factors such as new technology, competitive advantage and globalizations influence organizational change within a company (Hayes, 2014). The ability of a company to manage and successfully implement change is crucial to its survival. Consequently, organization change has attracted the attention of many researchers and scholars.
What are the consequences as a result of these changes? This is among the issues that often arise in an organization, whether in industry, government and private organisations have their own vision and mission. The changes need to be implemented to achieve the desired objectives through the planned processes for the purpose of achieving goal (Robert W. Swaim,2011). Change management is also often associated with the following factors, namely, to enable the organization go hand in hand with insistence or the ability of the competitors,
Organizational Behavior and Change Management Theories Different companies can describe organizational change in different ways, but technically it can be defined as company or organization going through some defined transformation. Organizational change occurs when business strategies or major sections of an organization are altered (Business Dictionary). The strategies can involve restructurings, merges, process enhancements, layoffs, and acquisitions. This paper focuses on the changes that have occurred or are occurring in the field of human resource and those that occur within the organization but affects human resource. Human Resource (HR) Management is defined as the design of formal systems in an organization to ensure the effective
Abstract The document provides a brief overview of Chain Management used by organizations world over for implementing the change in process to maximize returns. The document is designed to assist new users to understand the basics of chain management, its implementation process and various models used worldwide. Introduction Change management is an approach to transitioning individuals, teams, and organizations to a desired future state (Kotter, J. 2011). In simple term, it is used to define a controlled approach for implementation of change in process, activity to obtain desired results.
These include time required to develop, implementation of the plan as well as assign people to come with strategies. There are different methods that can assist organizations in solving these challenges, which need great support and involvement of senior management to be successful. Besides that, there is a need of design team to define the basics of the change. Finally, strategic changes sometimes comes to be vital for the organizations, but beside the implementation of the change, time and people in the organization are very
Similar is that Bernard (2004) described in a re-appraisal of a well-known author Lewin this as unfreezing and it is one of three stages which an organization will undergo to accomplish organizational change. It can be suggested that this leads to the following effects: Job-related changes have a negative influence on the well-being of organizational employees. When employees feel job-related changes as a threat this will negatively relate to job satisfaction, employee stress and absenteeism increases. However, if employees find changes challenging this will have a positive effect on job satisfaction and no effect on stress and absenteeism (Verhaeghe, Vlerick, Gemmel, van Maele, & de Backer, 2006). Furthermore, a side issue of organizational changes is that the organization frequently forget the focus on the work environment.