Describe about the Change Management for Workforce Alignment.
The Current Change Management can be described as a management, which helps in introducing new type of technologies in an organization for performing a large variety of tasks successfully. New processes can be easily introduced with the help of the change management, which further helps in managing the people of the organization as per according to the changes made. The successful implementation of the current change management depends upon the type of business an organization is carrying out and it also depends upon the type of the people or the customers getting involved in that vary process. The current change management is a structural type of approach, which is very beneficial for any small, medium or large organization for implementing any type of process or the change in the organization, which helps in achieving a large variety of benefits smoothly and efficiently.
The current change management of the organization can perform successfully if and only if all the members of that organization would participate in each and every step or the change of the organization in an effective and efficient manner. It should take some time for the people of the organization to start performing according to the new change introduced in the organization, so it is the responsibility of the change management of the company to take several steps for the people so that they can easily adopt those several changes. The success of the change management consists of various steps or factors like:-
Planning – In the planning phase, the complete description about why the change is required in the organization is clearly mentioned and it also describes the various advantages and disadvantages of that particular change (Normandin, 2012).
Informed stakeholders – This phase shows the commitment of the various stakeholders of the company, for the effective participation of all of them in the change introduces within the organization. Making the people aware about the several changes is also the responsibility of these stakeholders.
Workforce alignment – This phase of the current change management provides the description about the impacts on the people due to the change made in the organization. It also provides the information and several methods to the management of the company for the aligning the people of the company together for the sake of the company (Connelly, 2016).
Current change management is responsible for affecting the company as well as the various people connected to the company. The successful implementation of any type of change is directly dependent upon the work done by each and every employee individually in a specific time period (Bourda, 2013). Various theories of the current change management are described in the report below.
This model was developed by Kurt Lewin in the year 1947, for understanding the various factors related to the change required in the organization. This model consists of three different- different stages related to the change introduces and it is also known as Unfreeze- Change – Refreeze model of the change management. This model provides the description about the change made within the organization with the help of the strategy of the change in shape of the ice block. The three different stages of this model are discussed below.
Unfreeze stage
Change stage
Refreeze stage
Lewin’s model can be easily implemented in any small, medium or large organization, working according to three steps discussed above. This model helps the management in judging the reactions of the people of the organization regarding to the several changes introduces in that company. It helps in the successful implementation of the several changes required by making several effective impacts on the communication between the people of the company with each other and it empowers the people to work effectively and efficiently as per according to the change required by the company or an organization.
This theory is the mixture of various lessons related to the changes required. Firstly preparation is done according to the change, secondly the plan is selected. It helps the management to successfully implement the change without facing any problem during the whole process.
ADKAR model consists of different factors or in other words, we can say that, ADKAR stands for Awareness, Desire, Knowledge, Ability, and Reinforcement. According to this model, the first task for the organization is to understand the method used to manage the change introduced within the organization starting from a group of people or from a single person. The successful implementation of the change by using this model consists of various factors, which are as discussed below.
With the help of the above discussed factors, the organization can achieve its several goals by making the effective use of this model.
The successful implementation of the change required in the company according to this model is mainly dependent upon the percentage of the employees of the company getting involved in the various changes introduced by the management. According to the Kotter’s model, approximately 80 per cent of the employees should actively participate in the change required by the company. The eight important steps of this model are as discussed below.
Step 1 – In this step, the importance of the change introduced in the organization is shown to each and every person of the company so that, people can easily perform the various tasks assigned to them as soon as possible.
Step 2 – In this step, employees of the company are distributed in different- different groups according to their skills so that, they can perform their tasks in a certain period of time (Kotter International, 2016).
Step 3 – In the third step of the Kotter’s model, a specific plan or a strategy is selected by the management of the company for accomplishing various tasks.
Step 4 – In this step, the main focus of the management of the company is on the goals to be achieved for a better future of the company.
Step 5 – In this step, the management focuses on finding the solutions of the various problems being faced by the employees of the company, while accomplishing the task of change.
Step 6 – In the sixth step of the model, the employees of the company are rewarded for the various efforts made by them for the benefit of the organization.
Step 7 – In this step, the management of the company focuses on the hiring process of the employees for the company, so that they can easily help the company in achieving its several goals (Heraclitus, 2015).
Step 8 – In the last step of this model, the management makes various efforts for making connections between the success of the organization and the new behavior introduced due the new change.
The various transition steps involved in the change are discussed in this model. With respect to the other models of the change management, this one is the strongest model of the current change management theory. Communication between the people in this model is a critical step. This model consists of four different- different steps, which are according to mentioned below.
Stage 1 – At this first stage of the model the status is quo and the stage at this step is of shock. As compared to the others, this step requires more time for providing solutions to the problems being faced.
Stage 2 – In the second step of this model, the stage is of disruption and the stage is about anger. The employees of the company feel stress at this very step of this model. Therefore, an organization needs to take several steps for avoiding these types of problems (Jaffe & Scott, 2016).
Stage 3 – At the third stage of this model, the state is of exploration and the reaction is acceptance. Training is provided to the employees of the company so that, they can easily cope up with the various difficulties being faced by them during the implementation of any type of change I the organization.
Stage 4 – This is the last stage of this model, state at this step is about rebuilding and the commitment is the reaction. The various changes required by the organization are being tested at this stage. The management keeps an eye on the various benefits adopted due to the change introduced and thus, the celebration of the final success is made.
Conclusion
In the today’s world, the change management is familiar with almost all the organizations working in the country. A nice change management easily connects more and more people towards itself and motivates them from time to time for effective and efficient implementation of current change management process in the organization.
References
Bourda, F., 2013. Change Management Theories and Methodologies: TCS, Available at: https://www.tcs.com/SiteCollectionDocuments/White%20Papers/EntSol-Whitepaper-Change-Management-Theories-Methodologies-0213-1.pdf
Connelly, M., 2016. Change Management Models. Powerful solutions for positive change, Available at: https://www.change-management-coach.com/change-management-models.html
Hartzell, S., 2016. Lewin’s 3-Stage Model of Change: Unfreezing, Changing & Refreezing, Available at: https://study.com/academy/lesson/lewins-3-stage-model-of-change-unfreezing-changing-refreezing.html
Heraclitus, 2015. Kotter’s 8-Step Change Model: Implementing Change Powerfully and Successfully: APHL, Available at: https://www.aphl.org/courses/Documents/2015/Kotter’s%208-Step%20Change%20Model.pdf
Jaffe, D. & Scott, C., 2016. Mastering the Change Curve, Available at: https://www.nacada.ksu.edu/Resources/Journal/Current-Past-Book-Reviews/articleType/ArticleView/articleId/903/Mastering-the-Change-Curve-Second-Edition.aspx
Kotter International, 2016. Kotter’s 8-Step Process for Leading Change, Available at: https://www.kotterinternational.com/the-8-step-process-for-leading-change/
Normandin, B., 2012. Three Types of Change Management Models, Available at: https://www.quickbase.com/blog/three-types-of-change-management-models
Team, P., 2016. What is the ADKAR Model. [Online]
Available at: https://www.prosci.com/adkar/adkar-model
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