Discuss about the Management of Change for Business Ideas.
Change management is one of the integral factors for developing new business ideas. Over the past few decades, the change management has facilitated organizations in enhancing their business opportunities in an efficient manner. However, there are both beneficial and negative impacts of the implementation of the change management in the business. Cummings & Worley (2014) have argued that the organizational change is needed for obtaining new and fresh ideas into the business process management. Sometimes, the workforce of the organizations resists the change. There is a relation between the power and resistance in context to the organizational change. For obtaining an effective change management program, most of the organizations implement the strategic approaches into the business. Hayes (2014) has identified the fact that the change is resisted in the organization, as the change might not provide the equal progress in the business. Hence, there must be a risk factor for implementing organizational change. On the other hand, the workforces of the organizations often resist the change due to the lack of knowledge about the new process.
In this context, the particular essay highlights why the change management is demonized as a problem in the business. Moreover, the easy discusses ethical implementations for conducting the change management into the business. With the involvement of the detailed discussion, the particular essay draws benefits and challenges of the change management.
Over the past few decades, the change management has been portrayed as a problematic situation in the business. Rice (2013) has discussed that the change management is one of the major parts of bringing the new ideas into the business. Most of the organizations focus on the change management for competing with the rivals in the large marketplace. Most of the business analysts have argued with the fact that the change management often demonized as a problematic situation in the business. By involving a certain change into the business, the management would not be able to experience the equal progress. Most of the organizations emphasize on a particular culture that facilitates them in bringing profitable outcome out of the business. Hence, the change of the culture might create the challenges for the organization to retain the growth of the business at the same rate.
Besides this, there are some other factors affecting the change management. Goetsch & Davis (2014) have argued that the change is never free, and the organizations have to spend adequate financial and physical resources for implementing change into the business. Moreover, the organizations must spend on the intangible cost such as morale and consumer satisfaction during the adjustment period. Sometimes, the management of the organization fails to determine the fact whether the cost of change is overweighed by the beneficial aspects brought by the changes. Hence, this particular factor often demonizes the change management as a problematic situation in the business. According to the article by Cameron & Green (2015), there are two prime reasons creating unwillingness to the workforce for bringing changes into the business. These reasons include the lack of knowledge about the new process and the certain fear of the unknown system. Due to the lack of knowledge, most of the employees frightens about the work execution in the business. As discussed by Frankland et al. (2013), organizations need to provide the enhanced training session to the employees for understanding the new changes in the business. Without providing adequate information about the new process, the organizations would not be able to obtain the production rate in an efficient manner.
For bringing the change management, organizations often fail to choose the right solution for the business. Due to the involvement of the wrong solution, organizations often face challenges in retaining the business growth in an effective manner.
Although the change management has been demonized as the problematic situation, the management of the organization needs to manage this particular problem in an appropriate manner. Without bringing changes into the business, the organization would not be able to identify the effective way for enhancing the trade opportunities. Consequently, it facilitates the companies in competing with its rival in the domestic and international market. On the other hand, it contributes to developing the new skills or products that would be responsible for providing high benefits to the company. According to Burke (2013), the organization needs to provide a session to the employees highlighting the fact that the change management could facilitate individuals to realize their personal skills. On the other hand, the new process would demand enhanced working skill from the employees. Consequently, it facilitates the employees to develop the personal skills in an effective manner.
Kondalkar (2013) have argued that the organizations should not bring frequent changes into the process, as it would create challenges for the management and employee to adopt the particular changes in an appropriate manner. On the other hand, the workforce may improve its workability by avoiding the frequent changes in the business. It not only provides the adequate opportunities to the employees to adopt the entire changes but also contributes to enhancing the business opportunities in an effective way. By executing the open communication, the management can focus on providing information to the employees about the future benefits of the new process. According to Alexander (2013), the adoption of innovations indicates the alternative human behavior along with the acceptance of change. However, there are natural resistances for changing the existing process in the business. Most of the time, people resist the change when the particular transformation threatens in modifying established patterns of work. Hence, the organizations need to provide the adequate information to the employees to implement the process in an effective manner. Moreover, the future benefits of the organizational change must be discussed with the employees and other staffs in the business so that they could understand the entire process. Jeston & Nelis (2014) have argued that the organization needs to consider the factors affecting the adoption of innovation in the business. These factors include characteristics of the change and the distinctiveness of the organization.
The management needs to follow the ethical implications for bringing the organizational change into the business. The managerial positions are required to follow the code of conducts to execute the organizational change in an effective manner. Anderson (2013) have argued that the code for managers include the honesty, accountability, integrity, respect and the flexibility. Sometimes, the managers do not follow the basic code of conducts in upholding the organizational change. On the other hand, the resistance of the change should also follow the ethics in the business. For instance, the workers of the organization need to understand the beneficial aspects of the change management before going against it. Without understanding the adequate outcomes of the implemented change in the business, the employee would not be able to adopt the particular process. Creasey et al. (2016) have argued that the managerial positions often fail to uphold the ethics while implementing the change management in the business. For example, most of the managerial positions are not able to deliver in-depth knowledge about the new process to the existing employees. Hence, it creates the confusion among the employees of the organization. Jeston & Nelis (2014) have identified that the confusion could create huge challenges in obtaining the profitable outcome from the implemented organizational change. Sometimes, the management does not provide the training session to the employees due to the high cost. Consequently, it is responsible for lack of knowledge of the employees about the newly implemented changes in the business.
For achieving the effective change management program, the managerial department must follow three stages of implementing the changes. First, the managerial posts should communicate the rationale behind the requirement of a change in the organization. Without communicating the rationale for changes, the management would not be able to make resisting force understand the importance of the process. Consequently, the process would not be accepted in the business. Second, the management must implement the change process into different phases. Without broken down the changes into different phases, the management would not be able to understand the progress of the implemented process. Cummings & Worley (2014) have argued that the organization often put all changes together in the business and fail to obtain the adequate benefits out of it. Collaboration is the key factors for the change management. For achieving the objectives of the change management, the managerial posts should continue the process after conducting the proper planning. Third, the management must prepare the review to report on the change. By discussing the ethical approach to the management, it can be assessed that they must implement the monitoring system into the business for the evaluating the outcome of the change in an efficient manner. On the other hand, there is a relationship between the power and the resistance in the context of organizational change. The leaders cannot always make the workforce feel comfortable with the change. However, they can minimize the discomfort in an effective manner.
Hayes (2014) has discussed the fact that the management must consider the Kotter’s 8-step change model prior to the implementation of the change into the business. these steps include creating urgency, development of powerful coalition, creating a vision to change, communicate the vision, diminish the obstacle, creating short time wins, blind on change and anchoring the changes in Corporate Culture. By following this particular model, the management would be able to implement the organizational change in a systematic process.
By discussing the resistance to the change management, it can be identified that the organizations often fail to evaluate the impact of the process on business. The organization could obtain different symptoms of resisting the particular change in the business. First, the management could understand the resisting force against the change through analyzing the productivity (Goetsch & Davis, 2014). If the organizations select the wrong solution, it may experience the low production rate in the business. In most cases, the employees do not obtain the adequate knowledge on the changed process. Consequently, they are unable to understand the demand of the process. It creates challenges for the organization in retaining the production level high. On the other hand, most of the organizations implement changes in the business due to achieve some objectives and goals. Hence, the management needs to identify whether the newly implemented changes could facilitate them in achieving the goals and objective of the business or not. For identifying the progress of the change management, the organization needs to implement a monitoring process into the business. According to Cameron & Green (2015), the resistance can be understood in many ways. By executing open communication with the employees and other staffs, the management could easily understand the power of the resisting force against the organizational change. Frankland et al. (2013) have identified that the forced changes often creates challenges for the management to experience the desired outcome out of the business. On the contrary, forced changes indicate adjacent to the ethics of the business. By discussing the ethical approaches of the business, it can be identified that the managerial positions should not implement any major changes into the workflow process without taking any suggestions or feedbacks from the existing workforce. Hence, the particular discussion highlights the importance of ethical approaches of managerial position in the business. Moreover, the particular discussion identifies the process for understanding the resisting force against the organizational change.
Conclusion:
It can be concluded that the organizational change has both positive and negative impacts on the business. In this particular essay, the importance of the change management has been discussed in a detailed manner. Moreover, the essay has focused on identifying the fact why change management often considers as a problem in the business. Over the past few decades, many organizations have experienced the profitable outcome by implementing the organizational change. Hence, the essay highlights the importance to manage this particular issue out of the business. On the other hand, different ethical implications of the change management have been sketched through this assignment. Hence, it can be assessed that the organizational change is responsible for evolving new ideas in the business, which could facilitate in enhancing the profit margin within the short timeline.
References:
Alexander, K. (2013). Facilities management: theory and practice. Routledge.
Anderson, D.L., 2013. Organization development: The process of leading organizational change. Sage Publications.
Burke, W. W. (2013). Organization change: Theory and practice. Sage Publications.
Cameron, E., & Green, M. (2015). Making sense of change management: a complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.
Creasey, T., Jamieson, D. W., Rothwell, W. J., & Severini, G. (2016). Exploring the relationship between organization development and change management. Practicing Organization Development: Leading Transformation and Change, Fourth Edition, 330-337.
Cummings, T. G., & Worley, C. G. (2014). Organization development and change. Cengage learning.
Frankland, R., Mitchell, C. M., Ferguson, J. D., Sziklai, A. T., Verma, A. K., Popowski, J. E., & Sturgeon, D. H. (2013). U.S. Patent No. 8,484,111. Washington, DC: U.S. Patent and Trademark Office.
Goetsch, D. L., & Davis, S. B. (2014). Quality management for organizational excellence. pearson.
Hayes, J. (2014). The theory and practice of change management. Palgrave Macmillan.
Jeston, J., & Nelis, J. (2014). Business process management. Routledge.
Kondalkar, V. G. (2013). Organization effectiveness and change management. PHI Learning Pvt. Ltd..
Rice, A. L. (2013). The enterprise and its environment: A system theory of management organization (Vol. 10). Routledge.
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