The Pros And Cons Of Change Management

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As highlighted above, Change Management tends to be more bounded than OD. The scope of OD is usually broad – often organization-wide – and the scope of Change Management is narrower, to focus on one implementation.
Managing organizational change starts with understanding how to manage change with a single person. Among the tools available to drive individual change, in principle, to make a change successfully implemented an individual needs:
• Awareness of the need for change
• Desire to participate and support the change
• Knowledge on how to change
• Ability to implement required skills and behaviours
• Reinforcement to sustain the change
It is an effective tool for planning change management activities, diagnosing gaps, developing corrective action, and supporting managers and supervisors.
Change is always happening, like a river winding its way to the ocean; it never ceases. Continuous and overlapping change has become a way of life in the corporate environment.
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Change Management is the application of a structured process and tools to enable individuals or groups to transition from a current state to a future state in order to achieve a desired outcome. The world is changing fast and, as such, organizations must change quickly too. Organizations that handle change will prosper, while those that do not may struggle to survive. The central focus of this article is to advance knowledge regarding employees’ understanding of Change and Change Management within an organization. For this companies need to be flexible and innovative in the ways in which they deal with the unfamiliar situations. We are in a time of great Change. The reality of yesterday proves wrong today, and nobody really knows what will be the truth for tomorrow. So to prepare ourselves for an uncertain future one should understand Change Management that means empowering organizations and individuals for taking over their responsibility for their own future. Change is an opportunity to do more
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