1. Organizational change process is having number of steps covering different aspects and elements.
Change process should have a clear vision and objective based on which the process will be designed.
Change process should be made with effective planning by considering all the relevant factors such as attitude of the employees.
All the relevant stakeholders should be involved in the process along with determining their opinions and views.
Change process should be designed accordingly and implemented on the basis of consensus. This will help to reduce the probability of resistances.
Continuous process of evaluation should be carried in order to identify the potential challenges in the long term.
2. The major external factors for change are the competitors, market trend, and development in technology and change in the business operation. All these factors will affect the existing organizational processes and lead to change. External environmental factors are having influence on the change process due to the reason that factors such as change in legislation may lead the organization to change their course of business operation. On the other hand, development in the technology may lead the organization to replace their existing machineries with the new ones. Change in the social factors will change the business policy of the organization.
3. Cost benefit analysis is one of the most evident and important parts of change management process. This is due to the reason that any of the change management process will require a certain budget for expenditure. Thus, initiation of the cost benefit analysis will help the organization to list the potential cost for the change process and extent of returns from this cost. Accordingly, the budget for the change process can be initiated. Thus, it can be concluded that cost benefit analysis helps in indentifying the monetary benefits from the change management.
4. According to the Lewin’s model of change management, change process can be implemented effectively by three major steps. The first step is unfreezing that refers to the process of identifying the potential causes and reasons for change and reviewing the infrastructure in implementing the change. The next step is change that refers to the process of designing the change process according to the organizational infrastructure and requirement and implementing it. The last step is refreezing that refers to the process of rearranging the organizational elements and practices after the implementation of the change process. This also includes the evaluation of the process in future.
5. According to the Kotter’s change management process; there are eight major steps to be followed in implementing change. The first step is creating urgency that talks about the creation of needs for the change. The next step is forming coalition that refers to the building of team with members with right quality. This will ensure proper implementation of change. Next step is creating vision or objective for change based on which strategy will be formulated. The next step states the importance of communicating the vision to the stakeholders. Then the potential barriers should be removed in change process. Short term goals should be created for the employees for their motivation. Then the valuation should be done on the change process and lastly, ensuring the maximum outcome from the change process.
6. There are number of strategies should be considered in embedding the change for different organizational elements. One of the major strategies is evaluating the performance of the team. This will help in identifying the shortcomings in the change process and overcoming the accordingly. In addition, another strategy of embedding process in change management is initiating new way of doing things in more effective manner. This will help in thinking out of the box in managing the organizational process and practices and will enhance the effectiveness of the change management.
7. Organizational behavior is one of the major influencing factors in change management process due to the reason that attitude of the employees gets determined by their organizational behavior. If the organizational behavior is inclined towards more engaging and involved approach, then the employees will be more motivated in participating in the change process. Moreover, the probability of emergence of resistance from the side of the employees will get reduced. On the other hand, if the organizational behavior is not on the positive side, then it will be difficult to implement the change without the occurrence of resistances.
8. Some of the potential barriers to change are difficulty in adopting new organizational culture in place, motivating the employees to adopt new process, resistance of the employees to change in the fear of loss of jobs and rivalry among the organizational stakeholders. However, on the other hand, there are number of mitigation strategies available such as involving the employees from the initial stage of the change process. This will help to communicate with the employees regarding the advantages of the change process. In addition, employees will also be able to add their opinions in implementing the change process.
9. There are number of components present in the project plan of change management. Some of them are project title that will state the objective of the project to the stakeholders. Another major component is statement of the key people involved in the process. This will help to identify the members involved in the process along with their roles and responsibilities. Budget is another major component in the project plan due to the fact that it will state the allocation of fund for each of the elements in the change process along with the statement of the involved costs.
10. Stakeholders with having high interest and high power are mainly the top level management in the organization. Thus, the major decisions are being taken by them in the change process and it is quite probable that decisions will be taken in accordance to their interests. On the other hand, if the objective of the change process is creating conflict with their interests, then being the top level management, they have the power to change the approach of the change process. Thus, it is recommended that these stakeholders should be first communicated with the approach of the change process and how it will prove beneficial for them. This will help in convincing them in initiating the change process accordingly.
11. Different methods to communicate with the relevant stakeholders are invitations to the event. This will enable in targeting the bulk number of stakeholders at once and communicating them about the change process. Another effective method is email and text messaging. This is more of virtual king of method that will help to communicate with the larger section of the stakeholders without having the requirement to meet them physically. Promotional displays can also be used in communicating with the stakeholders without formally inviting them or targeting them. Thus, this is more informal type of communication with the stakeholders.
Reference:
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Alvesson, Mats, and Stefan Sveningsson. Changing organizational culture: Cultural change work in progress. Routledge, 2015.
Barton, Lisa Ceinwen, and Veronique Ambrosini. “The moderating effect of organizational change cynicism on middle manager strategy commitment.” The International Journal of Human Resource Management 24.4 (2013): 721-746.
Beukers, Els, Luca Bertolini, and Marco Te Brömmelstroet. “Using cost benefit analysis as a learning process: identifying interventions for improving communication and trust.” Transport Policy 31 (2014): 61-72.
Cameron, Esther, and Mike Green. Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers, 2015.
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