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
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 much as effective management of change is necessary for the survival of this organization, research has reported high levels of failure of most change programs initiated in organizations (Mullins, 2010). These poor success rates of change management process in the organization can be correlated with lack of effective action planning. To effectively identify the issues that require the organization to introduce changes, it is imperative to explore the theoretical approaches to change management related to the highlighted
The planning is being implemented after everyone is aware of the change of plan and their role in making the change. However, managers need to provide support to their employees and always look out for them. In order to effectively and efficiently achieve the desired change, a change management of before, during and after need to clearly listed out and it is advisable to continue with the planning strategy even after the change has been implemented. When change is enforced, employers must always evaluate the progress. If the outcome reached the target and going smoothly, employees’ hard work and commitment must be acknowledged and appreciated by celebrating the success together.
Change in almost any aspect of a business enterprise’s operation can be met resistance. Nowadays, changing in business circumstances requires managers to take preventive action aimed at stabilizing the enterprise and resolve conflicts that may threaten the enterprise’s future. Managers will be acting as change agent and responsible for managing the organizational change process. Change agents can be a manager within the organization, but could be a non-manager such as outside consultant who has objective perspective when analyze enterprise’s lack. According to (Robbins and Coulter 2011, p.155) Managers will face three main types of change: structure, technology, and people.
2001). Leaders need to emphasise that it is not individuals who make mistakes but systems that fails hence changes to practice will be inevitable and in the best interest of both the patients and professionals who implement these changes. Embed lessons through changes to practice, processes or systems must be used as a measuring mechanism to implement practices that meet standards set by the success criteria (National Patient Safety Agency 2006; 2009; South Tees Hospitals 2011). (Street level bureaucrats) Combining bottom-up energy with top-down support change management practices is essential in achieving a desiring outcome. Professional who are to implemented new guidelines regarding change in practice need autonomy and confidence to operate bearing in mind the backing of their superiors.
From the beginning, Silueta set out to be a good employer. In addition to maintaining basic workplace standards examples are given below Limiting on working hours and over time Age limits Safe working conditions Silueta’s benefits including free transport and respectable breakfast to start their day, maintain that managers eat in the same canteen as everyone else and provide onsite health care services. Silueta believed in the workers dignity and felt that workers would be more productive in a comfortable, air conditioned environment. The beautiful environment of the plant is uplifting the factory is a place where people feel treated with respect and dignity. Before the 5.30AM morning shift at the plant company transports pick up the
So as to handle accounts, there must be an adjustment in money arranges. This is the place the requirement for change administration happens. Mechanical advances - There has been exceptional change underway, showcasing, outsourcing and different fields because of innovation. The association needs redesigning and needs to keep in pace with the mechanical advances to succeed in its central goal and clear a path for development. Remembering the elements examined above, there is a requirement for change.
Including the project management office in the small projects increases complexity and costs for the client. As well as, time is increased due to controls placed by planned approach. Detailed planning: While detailed planning is an advantage, sometimes organization tends to get involved with too much detailed planning and it impacts the project. No or little Agility: Changes are welcome only till planning stage, any deviation or requirement change after that stage must go through cumbersome change management process. It assumes that requirements are not changed frequently which is not true especially for the software project management.
Change makes employees afraid to lose their jobs and on the other hand managers are afraid to lose the influence and power they have in their workplaces. Change management despite being popular is a phenomenon which is also often misunderstood. According to Holsapple (2013:13), change management is a broad and challenging field that offers numerous theories and processes to consider, yet it has no guaranteed solutions. Essentially, change processes are highly dependent not only on their environment, goals, and objectives of the organisation, but on its specific history, culture and leadership. Mergers and acquisitions form part of the measures that organisations follow when they want a change in the organisations’ fortunes.