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
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.
5.1 PILLARS OF CHANGE MANAGEMENT For the change to be effectively managed, there are five essential pillars that the change manager has to consider. The first, and most important, is communication since by nature; people have a yearning for information (Adams and Bourrage, 2014). Communication is the mechanism that can be used to engage people in change. It is through communication that a change manager or the project implementation manager gets informed about the exposure of stakeholders in the organisation to change. It is the responsibility of the management to ensure that the employees are well informed of the changes and adapting well to the effect of changes without obstacles (Ford et al, 2008).
As due to lack of communication sometimes, the individual becomes uncertain about what exactly happening in the organization. The business organization should make the employees also a major part while implementing the changes. Employee resistance Here the learner has found that sometimes the individual employees are very much comfortable with the change. Nevertheless, on the other side it has been also found that there are few employees who face terrible problems and barriers to adopt the changes as per the environment or requirement. In this situation, it becomes tough for the management to balance the whole scenario.
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
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
We live in the environment that rapidly changes, internally and externally. It is important for the businesses to adapt to these changes in order to survive. Otherwise, they face the issue eventual disappearance from the market as they are no longer valid nor demanded. However, changes can create numerous problems. The main issue of the decision to introduce change in the business organization, is that the employees are often resist the change, due to lack of knowledge about it, as well as fear of the unknown.
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
In addition, the plan should be coupled with short-term experimental learning that will familiarize the employees with the anticipated changes within the organization. However, it is important to note that the organization should not come up with plans that try to fix early measures of change. The organizations plan should be modelled around co-evolutionary dynamics that drive changes within the organization, moreover, this plans should be flexible in that they can be altered with to nurture and facilitate practices and innovations that can transform and enable sustainable development within the organization thorough new ways of organizing, thinking, and