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
The program can proceed if all agents pivotal to the success of the change are engaged and a clear and concise vision for the future has been developed. Once the change model is in place, it is time to define the structure of change. Senior leaders should provide a clear path for communications and responsibility at each level. At this point I have realised that Change management is not an alternative to project management. Change management should be carried out in conjunction with other management activities.
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
Such changes may result in organizational changes like major functions production process, labour-management relations, nature of competitions, economic constraints, organizational methods etc. In order to survive in the changing environment, organization must change. How the change in various environmental factors necessitates change in the organization may be seen in following
According to Pritchard and Armistead (1999), this is the reason why business process management often gets along with the management of change. Pritchard and Armistead (1999) also state that business process management and change management pursue the same goal of enhancing organizational performance. However, the key to developing a change strategy in business processes is to understand the differences between change management and business process management (Ko et al., 2009). One of the goals of business process management is to make the workflow of organizations more efficient and effective. According to Ko (2009), this is done by continuously improving support for organizational objectives.
ORGANIZATIONAL CHANGE There is a need for organizational change because the current and future trends in which the organizations survive demands change. The traditional way of doing business has lost its drift and now innovation and creativity has conquered the grip of business. Kotter in 1995 defines change management as the utilization of basic structures and tools to control any organizational change effort. I define organizational change as the systematic effort taken by the organization to challenge the status quo through its employees by providing them adequate and appropriate aids. Thereby it transforms the employees as catalysts of change.
Introduction The evolution of change is important to an organization in order to explore new opportunities, allow employees to be creative while learning new ideas and skills, and ultimately help to give an organization a competitive edge over adversaries in their field. Change allows an organization to keep up with economic conditions and advancing technology, while helping an organization’s growth opportunities and the needs of its customer base. Change is never easy for any business. An organization’s transitional change process will gain resistance from people within an organization who are use of old policies and technology (Carroll, 2002). People who resist change are those who feel that the changes will only make things worse as time
----------- Cultural Environment ----------- Work Force Culture and Attitude ----------- Competitors Policies and Programmes. Whatever may be the speed of change or the extent of change one thing is sure and that it will have some kind of impact on the organization of business. The change process may influence some or all the variables of the organization wither gradually or drastically and therefore it has the capacity to change the organizational structure and organizational relationships. The most important aspect here is that whenever there is a change it brings with it a lot of challenges before the organization and therefore managing the change is a difficult task and facing change successfully is even a more difficult task before the Manager of today, as today the process of change have not only become common but the change is at a very fast pace. To Mange the different Challenges of Change Process an Organization must have a Good Strategy consisting of the following components:- • To face the change and its different challenges posed before the management, organization and the management must have a good plan.
The change in an organization is only possible if the personnel believes in that change and consequently change their behaviour. Overcome resistance is very important, managers should encourage and support employees to accept change (Woodman and Dewett,2004). In “Company X “ there was some voices of resistance that compromised the efficacy of the change process, the response to this phenomenon should include a strong and consistent change leadership, a better definition of the company vision and
Just like leadership, change management as no agreed upon definition however researcher have all tried establishing connection between each definition from a holistic approach. Burnes (2002), stated there are different approaches to the concept of change management is due to the cross-matrixes characteristics of the topic. There are change management theories that suggest managers can make a change to the structure of an organisation, by the way, the work known as voluntarism. While some authors have confronted, the fact manager can make any change at all to an organisation structure. Because, managers are said to be limited in skills that enable them manage change.