One of the more recent issues in management is role of change management in organisational effectiveness. You are to undertake a literature review discussing the impact of change management on organisational effectiveness.
The Essay requires:
A thorough research and treatment of the contemporary literature in the topic area.
A range of references that should demonstrate breadth and depth of research.
The incorporation of organisational examples as illustrative evidence.
An ability to utilise the wider literature in constructing the narrative is displayed throughout.
A display of critical evaluation and diagnostic skills in the choice of the data included.
A display of critical evaluation in the choice of the information sources used.
Appropriate and accurate use of the Harvard Referencing System.
In the views of Samuel (2013), in this globalized environment, change management has an effect on the organizational effectiveness in a direct or indirect way. In other words, it also can be said that, in current, the overall success as well as growth of an organization totally depends on change management. The main reason behind it is that change management presents competitive advantages, opportunities to utilize available resources, and reduce organizational complexities in a significant way. Along with this, change management play lots of important roles in order to improve the effectiveness of business organizations (Samuel, 2013). Moreover, change management is one of the important aspects of the business. It is because of business firms have need of changes in their operations as well as business activities as a result of rapidly changing or fluctuating business environment.
According to Fok-Yew and Ahmad (2014), in today’s more mind boggling and aggressive business period, change management give major upper hand to the business firms for the achievement of their center and also key destinations in a successful and a noteworthy way. Along with this, change management permits the business firms to adopt and implement changes in a quick way in order to fulfill the market needs and demands in an effective and a significant manner. Along with this, in current, because of continuous changes in technology, economy trends, and needs or preferences of people, business firms require changes in their business as well as operational activities to maintain the success and growth of organizations in market for the business firms (Fok-Yew and Ahmad, 2014). Moreover, business firms require change management in order to manage these changes in an effective and a proper way.
Along with this, it is analyzed by Guimaraes and Armstrong (1998), change management is an organized as well as creative way to deal with managing change from the individual along with hierarchical level. Moreover, by taking into account the case, a realistic strategy to manage change is at the center of every one of the three aspects. Moreover, it is also deciphered that, from the hierarchical purpose of perspectives, change management is about executing and characterizing apparatuses, systems, strategies and/or innovations keeping in mind the end goal to manage changes in the business environment and to benefit from evolving open doors. In addition to this, the principle objective and targets of change is general change and enhancing authoritative viability (Guimaraes and Armstrong, 1998). As a consequence, it is assumed that, change management is a strategy to shifting people, groups, and business firms to a fancied future status.
Apart from this, in the words of Radović-Marković (2008), in today’s focused business environment, it is vital for the associations to roll out improvements in their systems and speculation keeping in mind the end goal to accomplish upper hands, to keep up an aggressive position in the business and hierarchical viability. In this, the use of strategic change management process helps organizations and in addition business firms to include every one of the partners and shareholders in the change procedure successfully for the authoritative viability. Moreover, effective change management process helps the associations to actualize change management methods to accomplish sought future states for the hierarchical viability. In the late time, each association requires proceeds with changes because of vacillations in economy, changes in innovation, business environment, market need and client observations (Radović-Marković, 2008). Also, change management has become a vital part of associations in order to survive in competitive market and to improve organizational effectiveness in a proper way.
As indicated by Thomas (2014), managers assume real parts in dealing with the change inside the association and accomplish the goals of organizational change. For instance, for the hierarchical viability, supervisor assumes part in arranging; executing, checking and assessment of arrangement identified with change management and contributes into the achievement of the organizational change. Moreover, management of associations change is to be center part of the role of administrators since associations confront a few issues identified with human resource aspect of change (Thomas, 2014). Also, business firms need keeps continuous changes, so the chief or expert ought to be built up it and characterize its obligation or part in change procedure to oversee or control the organizational change.
According to Van der Voet (2014), the change management as well as idea of change management within a business and association is required to constant information of the business sector. Along with this, change management plays a major role in order to intend the effective plans to provide desired outcomes to the business organizations. In other words, it can be said that, with the help of change management, business organizations may accomplish desired outcomes and also can accomplish organizational goals as well as objectives in a specified time period. As well, people have their own learning as well as aptitude of change, so it takes a gander at a practice or conveyance from over a significant time span thinks about into change speculations. Additionally, associations require a change with restricted assets with supportable results. The methodology of change management depends on finishing targets (Van der Voet, 2014). Moreover, the people require making restrained and utilizing of down to earth devices and systems as indicated by the destinations identified with business results.
In the views of Belias and Koustelios (2014), change management depends on its present learning with respect to the association change and devices and systems identified with the organizational change. Furthermore, individuals have required profound and wide information or experience of overseeing change else they can’t accomplish the outcomes. In addition to this, management assumes significant part in business change. It is actualized procedure and association change identified with the new framework in all specialty units and general association. Moreover, straightforwardly correspondence and honed initiative have a fundamental need of organizational changes (Belias and Koustelios, 2014). Along with this, effective communication as well as coordination among the people of the organization is considered the basic need of effective change management.
In words of Fedor and Herold (2004), change management is an imaginative, dynamic and specific process that is about realizing and portraying contraptions, procedures, systems and/or developments remembering the final objective to oversee changes in the business firms and to take advantegs of the available opportunities in an effective and an appropriate way. As a consequence, change management is a system to shifting individuals and rbusiness organizations to a pined for future state. Moreover, change management brings headway, advancement inside the definitive a broad assortment of business procedures, get ready and improve general various leveled viability (Fedor and Herold, 2004). In addition to this, the basic key drivers for the change are advanced technology, competition, increasing advantages &earnings, reducing cost of operations, and changing concern of customers.
The authors Kuipers, Higgs, Kickert, Tummers, Grandia, and Van der Voet (2014) affirm that in the change management process for the organizational effectiveness, the pioneer enhances the hierarchical execution with the initiative qualities by having Vision, conceiving Mission, defining Objectives and systems to actualize them and in conclusion dissecting the outcomes whether the Goal has been come to refine the procedures. An individual association has restricted assets for change and accomplishes results, so the pioneers accept a key part in using such assets through appropriate management to accomplish results or results. Moreover, the organizational pioneers can just utilize restrained and reasonable instruments and methodologies as indicated by the targets identified with business results (Kuipers, Higgs, Kickert, Tummers, Grandia, and Van der Voet, 2014). In the meantime, in the strategic change management process, the authoritative pioneers fill in according to hierarchical reactions to the changes in the business environment. It implies pioneers utilize the administration attributes and abilities and evaluate qualities and shortcomings of the association and open doors and dangers in the environment. As a consequence, authority keeps up supportability and upper hand, to accomplish authoritative targets through strategic change management.
It is investigated by Moses (2015) that pioneers assume significant part in decreasing the apprehension of individuals, diminishing pessimistic symptom and propelling individuals to bolster or include in hierarchical change. For example, the hierarchical pioneers speak with individuals and legitimately characterize mission, vision and destinations of authoritative change that helps the hierarchical individuals to comprehend the need of progress and their part in change. Furthermore, authority or pioneers also expect significant part in building up a reasonable comprehension of representatives in regards to the imperative and need of change within association (Moses, 2015). Additionally, the pioneers also oversee culture of association amid hierarchical change and authoritative change by utilizing great basic leadership aptitude, correspondence expertise, group building capacity, impacting others execution abilities, unravel struggle capacity, inspiration and objective setting capacity to keep up society of association amid change. Moreover, the hierarchical pioneers are centered on deliberately amid managing organizational culture in usage of change.
Moreover, it is also found by Yoshihito, Ban and Holguín-Veras (2014) that arranged and spontaneous changes are the imperative methodologies that bring authoritative advancement and hierarchical adequacy. For instance, arranged change enhances hierarchical execution, bring authoritative advancement and diminish hierarchical blunders. Be that as it may, change management in a spontaneous way would influence the execution and achievement of the associations adversely. In the meantime, it is also essential to realize that, change management enhances hierarchical expenditure by giving a considerable measure of unmistakable and elusive advantages. For instance, change management enhances hierarchical decadence through adjusts existing assets inside the association (Yoshihito, Ban and Holguín-Veras, 2014). Along with this, change management agrees to business organizations so they can assess the general consequences of a change at the effectiveness of the organization.
On the other hand, Gersick (1991) expresses that employee performance increases at what time employees of the organizations feel relax and also able to understand the change procedure in a proper way. Moreover, change management also improves the skills of the people; so they may predict difficulties and also react in view of that. Also, an effective change management process plays a critical role in order to expose the major threats that are related to the business and also reveal the costs that the firm may pay if it does not adopt as well as implement change in a specific time period (Gersick, 1991). Moreover, a change management plan allows organization to diminish the expense of the organization properly.
In the words of Moynihan, Pandey and Wright, (2012) an organizational change management plan give power to organizations so they can grow in the difficult business environment. Along with this, with the help of change management, business firms become able to develop a collection of best practices to maintain development as well as improvement within organizations. Change management assumes a significant part in tending to the worries of workers permits associations to be more proficient and viable. In addition to this, a change management plan permits business firms to address business barriers effectively; so they can improve organizational effectiveness in a proper way (Moynihan, Pandey and Wright, 2012). In addition to this, an effectual change management plan considers what people and groups need keeping in mind the end goal to keep doing their occupations and keep up everyday operations without recognizable contrary impacts.
In summing up, change management offers innovative ideas as well as growth opportunities to the business organizations. Moreover, change management can be an effective approach in order to reduce all the business barriers in an effective way. In addition to this, with the help of effective change management, business organizations become able to deal with problems or weaknesses and to capture the opportunities for the growth as well as success of the business firms. Also, change management is helpful to business firms in order to recognize the major cause of change at the workplace (Wang, Oh, Courtright andColbert, 2011). For this reason, it is assumed that, change management plays a considerable role in order to improve the effectiveness as well as competence of the business organizations in a significant and a more comprehensive manner.
References
Belias, D. and Koustelios, A. (2014). The impact of leadership and change management strategy on organizational culture. European Scientific Journal, 10(7), pp. 451-470.
Fedor, D.B. and Herold, D.M. (2004). Effects of change and change management on employee responses: an overview of results from multiple studies. In Tappi Fall Technical Conference, 1, pp. 1-12.
Fok-Yew, O. and Ahmad, H. (2014). The Effect of Change Management on Operational Excellence moderated by Commitment to Change: Evidence from Malaysia. International Journal of Innovation and Applied Studies, 9(2), pp.615.
Gersick, C. J. (1991). Revolutionary change theories: A multilevel exploration of the punctuated equilibrium paradigm. Academy of management review, 16(1), 10-36.
Guimaraes, T. and Armstrong, C. (1998). Empirically testing the impact of change management effectiveness on company performance. European Journal of Innovation Management, 1(2), pp.74-84.
Kuipers, B.S., Higgs, M., Kickert, W., Tummers, L., Grandia, J. and Van der Voet, J. (2014). The management of change in public organizations: A literature review. Public Administration, 92(1), pp.1-20.
Moses, O.S. (2015). Implication of Change Management on Organizational Effectiveness. International Journal of scientific research and management (IJSRM), 3(2), pp. 2321-3418.
Moynihan, D. P., Pandey, S. K. and Wright, B. E. (2012). Setting the table: How transformational leadership fosters performance information use. Journal of Public Administration Research and Theory, 22(1), 143-164.
Radović-Marković, M. (2008). Effective Organizational Change Management. Serbian Journal of Management, 3 (1), pp. 119-125.
Samuel, K. (2013). The Effects of Change Management in An Organization: A Case Study of National University of Rwanda (Nur). Wyno Journal of Management & Business Studies, 1(1), pp.1-18.
Thomas, O.O. (2014). Change Management and its Effects on Organizational Performance of Nigerian Telecoms Industries: Empirical Insight from Airtel Nigeria. International Journal of Humanities Social Sciences and Education, 1(1), pp.170-179.
Van der Voet, J. (2014). The effectiveness and specificity of change management in a public organization: Transformational leadership and a bureaucratic organizational structure. European Management Journal, 32(3), pp.373-382.
Wang, G., Oh, I. S., Courtright, S. H. and Colbert, A. E. (2011). Transformational leadership and performance across criteria and levels: A meta-analytic review of 25 years of research. Group & Organization Management, 36(2), 223-270.
Yushimito, W. F., Ban, X. and Holguín-Veras, J. (2014). A two-stage optimization model for staggered work hours. Journal of Intelligent Transportation Systems, 18(4), 410-425.
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