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
This will enable the desire for working on the new system and thus leading to further success of the system. • Organizational change management (OCM) is a structured approach in an organization for ensuring that changes are smoothly and successfully implemented, and that the lasting benefits of change are achieved. That is easier said than done. Change Management Models There are various change management models which have been developed and used worldwide. Since all the models provide a particular set of guidelines to follow, along with defined expected results, use of any model is dependent on organizational requirement.
The profits of the change in effective organizational management are identified before application and it works as influences and evaluation of progress. The institute can react more rapidly to customer demands in a cost effective, fast and easy manner . it can be applied by anybody and anywhere such as in schools, workplaces or anywhere where management or leadership positions exist. Challenging areas of leadership and management are identified and appropriately addressed using appropriate tool to provide a clearer picture of a leadership climate and it impact on others as well as on
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).
In the past, researchers have proven that organisations that implement transformational leadership when dealing with change in the organisational context are more successful in managing employees’ outcomes (Chou, 2014). The role of a leader as not only a symbolic figure but also as a form of guidance helps create a smooth transition in times of turmoil. Many change efforts are unsuccessful because change leaders often overlook the central role individuals play in the change process (Kavanagh & Ashkanasy, 2006; Porras & Robertson, 1992). In workplace environments where employees are comfortable with the tasks delegated and other work processes, change becomes something difficult to be introduced, implemented and accepted (Reichers, Wanous, & Austin, 1997). This is because an introduction of organisational change leads to interruption of normal routines in an organisation.
Change is imminent in any organisation in order for the business to thrive and keep afloat, there are constant demands and external forces that will pressure the business to change on how it operates in this modern day environment. And for organisations to succeed they go through change management, there are a number of models in change management with their own strong sides and weaknesses. It’s the management that has to choose and implement the right model of change management theory to its own current situation so that the best results are achieved and the organisation is steered in the right direction for success. One of the cornerstone models in change management is of Kurt Lewin (in the 1940s) which still holds true today. His three
ASSESSMENT PART 1 Q-1 DISCUSSES HOW CHANGE MANAGEMENT HAS EVOLVED IN BUSINESS OVER THE LAST 3-4 DECADES? IDENTIFY 3 MAIN AREAS OF CHANGE MANAGEMENT THAT HAVE EVOLVED OVER THIS TIME. ANSWER:- Change management has evolved and grown over the past forty years. 1) Before 1990 2) The first era of change management occurred over a number of decades leading up to 1990. This era was primarily focused on understanding psychology and human behavior.
Vested interest 5. Desire to retain existing friendships Preferred Alternative with Rationale Every business organization is not exempted to change, as both employees and the environment is also changing. This case study clearly point out the change of perception of whole organization; which is integrating computer on their daily operation. It is true that some may be resistance to this change due to several factors hindering them to adapt change in a positive perspective. But with proper planning, working with applicable or fitted spectrum learning levels and team work among the employees with one goal, the Organizational Development can be effectively implemented through the defined, achievable and measurable goals and objectives of the business.
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