Organizational Change Management can be defined as the process of the management of any kind of change in the structure of the organization, culture and the business processes. With the changing of the business atmosphere, the expectation of the customers and flexible nature of the market, change is a vital thing in business for sustaining. If the management of the firm is done efficiently, this will help the organization to sustain with the transformation of the business processes and also provide the firm with the dynamic look. Organizational Change Management is also very good for learning of the new skills and behavior (By, 2005).
Internal and External Factors which play an Important Role in Driving Organizational Change
There are two types of factors that drive the organizational change: Internal and External. Nature of Work Force is one of them. The latest generation who works is the most loyal about their work as compared to the other aged people. The behavior that they show and the attitude they have towards work, always challenges the leaders and manager for the organizational change (Jansson, 2013).
As per Tomic, Jelaca, & Boljevic( 2016) the key factors for the chnaging patterns of work include incresing pressure on the work force in order to be more competitive , consumer focused and agile. The changing phase of communication and informtaion technologies enable the workforce to work more effcetively in order to introduce change in the company.
Introducung change in the company can bring abundant chances of growth amongst the workforce. They can ennace their knowldege and skills and boost ther creative and innovative approaches towards the change However some of them face dfficulties in adapting to rapid changes. The type of skills required by them cannot be easily replicated by technology like craetivity, social intelligence and manual dexerity. If the employees do not get sufficient explanation that why chnages are being carried out then they will lose tehir trust and morale . It will also increase their inefficiency and consumpotion of time (Saurez & Oliva,2005).
Thus it can be summarized by stating that it is important for the employers to prepare themselves to handle the future workforce which would be different from the present one. Since the nature of work is already changing and it has led to the change in careers and blurred the boundaries between work and life(Gimmon & Benjamin, 2014).
Role of senior management and line managers in facilitating and implementing change
There are five roles of senior and line managers in the implementation of the change management in the firm. Communicating about change is one of them. All the employees are always eager to hear about the change of their work pattern or might be about their reporting. All the top management people should always align the employees about the change for better initiatives and work resulting project (Gu, Yi & Wei, 2017).
All the employees always look forwards to their supervisors in case of any type of change as well as for the direct communication. Hence, all the managers should show the support about the change so that the employees also can follow the same. The role of the supervisors is also to support the employees when they all are going through the change process and new experience in their daily work. There are few things that need to be given coaching about (Hansma, Wim & Elving, 2008).
There is always liasoning done in between the staff and the managers for any kind of project work. Hence, the change process also needs the same for better approach towards change. It increases the motivation of the employees and it generates good relationship amongst the members of the staff. However, there are chances of conflict due to miscommunication. It can result in tension and resistance to change amongst the employees (Lee & Teece, 2013).
Thus to summarize, before communicating the information about change to the managers, it is crucial that they test themselves if they agree with the message they want to convey to their employees. For this they should be trained properly to vary their skills and how to involve people (Rosemond, 2012).
Causes for the resistance to change
There are certain causes for resistance to change. Loss of job security is one of them. Sometimes, people do not have the security about their job when any organizational change is about to happen or occurring. Hence, people resist to this type of change (Sætren, 2017).
With the introduction of organizational change, there can be elimination of some work places. They can produce technical excess, layoffs etc. The loss of job security can arise as a part of job restructuring. It occurs when the organizations declare that they would be downsizing or restructuring their structure. It causes fear and insecurity amongst the employees that they will lose their jobs or moved to other locations without their permission (Carter et al., 2013).
As per Battilana & Casciaro (2012) it can be summarized that lack of job security can cause damage to the company as well for the individual employees. It is considered to be one of the significant causes of failure in implementing the changes. It can also have negative effects on the work related outcomes of the workforce.
Steps Implemented by the Organizations to ensure effective change process
There are several steps for effective change management that are to be implemented in the firm. Clearly defined goals are one of them. This is one of the important things that the firm should take care of. Giving new goals and objectives would make people little comfortable with the change (Saif et al.,2013).
Since most of the changes are executed to improve the processes, outcomes and products, it becomes important to identify the focus and clarify the goals. It comprises of tracking the resources and people who will assist in facilitating the processes and leading the endeavor (Al-Haddad & Kotnour, 2015).
Apart from setting strategic goals of the company, it is crucial to involve the work force as they would assist in implementing the change. In order to motivate the employees, the goals must comprise of short term objectives which can be accomplished. The employees should be sure of their acts and dealings with certain situations which are new to them (Fugate,Prussia & Kinicki, 2012).
However the employees can feel threatened when they are forced to transform themselves. In the company, setting of new goals can influence the various areas of operation like job roles, processes, systems and organizational structure.
Thus it can be summarized as the problems confronted by the organization in setting new goals in the context of introducing changes can be resolved by dealing with them in a different manner. The ultimate goal should be to improve the overall performance by changing things so that it remains more competitive, consumer centric and efficient (Rizescu & Tileaga, 2016).
Strategies Implemented By the Organizations to Ensure a Change Capable Culture
There are three major theories when it comes to planned change. Lewin Change Model is one of them .Lewin model had three stages Unfreezing, Changing and Refreezing. It is a simple process of understanding the change. It creates the perception in the minds pf the people that there is actually a need of change in the firms and it works towards the behavior and new desire to want the change. This is one of the widely-used models in many change model processes.
It has fewer steps to be followed and is simple and easy to understand. It is an organized model which is executed through steps. So, it is known to be the most efficient model in the field of change management (Schaffer, Sandau & Diedrick, 2013).
As per Hussain et al., (2018) in every step of Lewin’s change model, the role of leadership is involved as change agent for behavioral communications in the various aspects of roles and society .It involves sharing of knowledge in the team ad suggesting relevant ideas amongst the various levels of management.
However some of the negative implications of this model are that they are neither complex nor they truly explain the roadmaps to route the intense policies and negative reactions encountered by the staff. The theory suggests that changes happen in a single direction which is not possible in real life .Changes can be chaotic sometimes and it unfolds several steps in a backward manner (Shin , Taylor & Seo, 2012).
Thus it can be summarized as changes are complicated and using the theory can assist the leaders in order to successfully implement the change. Through the Lewin’s change model, motivation can be created amongst the employees and the change process can be moved with the help of effective communication and empowering the employees to implement new ways of working (Volkoff & Strong, 2013).
Conclusion
Hence to conclude, it can be said that this report focuses on the organizational change management. It revolves around the steps that are taken for the change management. The factors which drive the change management can be internal and external environments. The various elements of the change refer to human resources, systems, structures and conditions inside the company which are under its control.
References
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By, R. (2005). Organizational Change Management: A Critical Review. Journal of Change Management, 5(4), 369-380.
Carter, M. Z., Armenakis, A. A., Feild, H. S. & Mossholder, K. W. (2013). Transformational leadership, relationship quality, and employee performance during continuous incremental organizational change. Journal of Organizational Behavior, 34(7), 942-958.
Fugate, M., Prussia, G. E. & Kinicki, A. J. (2012). Managing employee withdrawal during organizational change: The role of threat appraisal. Journal of Management, 38(3), 890-914.
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