In current fast pace environment, businesses are looking for making a transformation in their processes in order to make an improvement. Change is essential for each organization as without transformation, it would likely to decline their rivalry edge and unable to meet their desired outcome and increasing loyal customer base (Hornstein, 2015). This report presents the overview of change management. It also demonstrates the role of change management in today’s organizations. Further, it explains the different theories of change management, which is required for making transformation at the modern workplace.
As per the view of Al-Haddad and Kotnour (2015), change management is a systematic strategy in order to deal with the transformation and transition of goal, procedure,and technology of an organization. The key intention of management of change is to apply approaches for significant changes, controlling transformations and aiding an individual for adopting that transformation. These approaches involve having a structured process to request a transformation and devises for taking action to request and following them up.
In contrast to this, Lozano Ceulemans and Seatter (2015) evaluated that a key factor of change management is the need of identifying an individual side of transformation. When change programs are in growth, it is required to interact on a frequent basis, conveying a consistent message and deals with queries of workforces with sincerity. All phases of management are accountable to convey a message on regular basis. Repetition is essential as workforces may not understand the procedure of change at first. It also focuses on hearing a message more time before participating to employees.
In the view of Mir and Pinnington (2014), after publicizing and demonstrating the initiatives of change, the next phase in the procedure are training. It is the accountability of the manager to depict how communicated transformations have an impact on everyday performance. Employees should understand the ways of supporting the goal of the companyas, it would lead to adopting the changes. An organization requires a set of new skills for making the transformation. Some transformations can be implemented by providing training regarding the new business procedure, a set of policies and technologies.
On the other hand, Mullins and Schoar (2016) illustrated that goal setting should emphasize ona new direction,developing a timeline and predetermined transformation activities. As a result, it would aid an individual to enhance learning new skills and facilitates a reason for incorporating training into the daily practices. The key strategy of motivating transformation is to motivate alteration and aids to hasten the procedure through recognition.
Fonseca (2015) illustrated that success and progress not only provides visibility to the new direction but also, it is a favorable morale booster. Furthermore, addressing the contribution of individual and participation of team publicly in meetings and another corporation gathering could be instrumental to discuss the progress of transformation. A successful company does not wait until the transformations are complete to clap the participation of workforces. In addition, the company should not stop the success of celebration as it is a key element of the procedure.
According toBarkema et al. (2015), today’s organization makes a transformationof adopting new technology. Without transformation, an organization can take more time to deal with the business. The changes lead to gain productivity as technology aids to effectively communicate with people. For example, business people cannot use the rotary phone even get a busy signal and cannot try again and again for a longer period. Furthermore, a business person cannot have laboriously contact people in looking for useful resources. Hence, they need a transformation in terms of addressing the experts through online search engines and social media sites. In current time, the company needs to adopt burgeoning communication technology as it enables a business person to learn more promptly, and learn more.
In opposed to this,Singh and Singh (2015) evaluated that customers who were satisfied with the traditional ovens from many years ago can sometimes annoy with modern microwave. Customer needs transformation and grows in terms ofgenerating new demand for the new type of products and services and developments in new fields of opportunity for corporations to meet those requirements.
As per the view ofMcCracken and Morley (2014), an economy can impact an organization in both unfavorable and favorable manners and both could be demanding. A strong economy and gaining demand for products with services means that a corporation should focus on an expansion that might entail the addition of new facilities with workforces. These transformations provide the opportunity to employees but also depict the new challenges. A weak economy can develop more issues as corporations find themselves required to make final decisions. It can impact on the salaries of employees and benefits and can even threaten their jobs. The competency to organize both ends of fields is critical for a company that wants to keep strong brand and liaisons with customers and workforces.
In contrast to this,Shepherd Mcmullen and Ocasio (2017) stated that change is essential in the company as it enables staff to learn new competency, explores the new growths, and using innovation in ways that ultimately advantageous to the company through innovative ideas and gain commitment.Influencing workforces to deal towards these changes involves the assessment of techniques and training that is required to help them and learn innovative skills. Training can be offered via traditional classroom setting and gradually via online learning opportunities. Prominently, an organization needs to perform a good job for assessing the capabilities of workforces and then taking necessary steps to fill the gaps amid existing competency and required competency to respond towards growth.
According toAhimbisibweCavana and Daellenbach (2015), an organization can obtain benefit from the transformation that result in new techniques to identify the needs of customers, providing customer services, developing new products that might attract new markets, and strengthening interaction among customers. Furthermore, new workforces who are recruiting in an organization are valuable because they focus on the area of opportunity for enhancement such as, those who have been long engaged in the corporation might have been unnoticed. However, current workforces can be motivated by defining the reason for implementing new ways and makes a transformation in a faster and better way.
Lewin’s Change Management Model
According toLin Su and Higgins (2016), change management model of Lewin is one of the significantmodels that aid to gain the understanding regarding structured and organizational changes. This model was founded by Kurt Lewin in the period of 1950 and it makes valid to an organization. Lewin was a social scientist and physicist who have illustrated the organizationaland structured change via transforming states of a block of ice.
In contrast to this,Payne et al. (2015) stated that Lewin’s Change Management Model consists of three stages such as unfreeze, change, and refreeze.Unfreeze is the initial phase of transformation procedure that entails the ready for a change. It indicates that a corporation should get prepare for change and for the fact that transformation is required and crucial at this phase. This step is essential as a large number of people around the environment who making effort to resist transformation and it is significant to break this status quo. The key is to illustrate the people regarding why the current process needs to be transformed and how it can get benefits. This phase entails a company to focus on core and re-assessing it.
In contrast to this,Fitzgerald and Stol (2017) stated that change is the second phase in which, real transformation exists. The procedure may take a long time because individuals spend the time to hold new activities, progress, and transformations. In this phase, good reassurance and leadership are significant as these aspects not only lead to move forward in an appropriate direction but also, make the procedure easier for workforces and individuals who are entailed in the procedures. In addition, communication and time is also a key factor for this phase to make transformation effectively.
As per the view ofEdström and Kolmos (2014), refreeze is the last step of making transformation at the workplace. In this phase, change has been adopted, holds and applied by an individual, a corporation or organization as, it may become stable again. It is the main cause of referred to it as refreeze. It is a time while workforces and procedures start to refreeze and things start going back to their normal place as well as practice. This phase needs the help of an individual in order to ensure the transformations that are practiced all the time and executed even after the objective has been attained. Along with this, workforces can be relaxed with confident about acquired transformation process with the sense of stability.
Kotter’s change management theory
Fraser (2014) stated that Kotter’s change management theory is an important tool for an organization as it allows the organization to effectively change in the old policy and lead theiremployees in the same direction. Kotter’s change management theory is developed by John P. Kotter. Furthermore, change management is considered like urgency enhancement, make team, make vision correct, communicate,get things moving, concentrate on the short-term goal, don’t give up, and include change.
In opposition to this, Edström and Kolmos (2014) argued that the urgency stage is used to create urgency sense among employees so as to inspire them with respect to the accomplishment of the goal. It is also stated that the organization should select an appropriateemployee to fill their vacant position. There are three factors like knowledge, commitment, andskills are considered by the company at the time of selecting their employees. It could be effective for getting the reliable outcome in the upcoming period.
In support of this,Payne et al. (2015) illustrated that inthe third stage,the organization would be capable to make clear vision by considering certain factors like the emotional connection with employees and creativity. It could be effective for getting a favorable result. It could also be effective for the accomplishment of organizational goal in the least time and cost. It is also stated that this theory permits the organization to communicate with their employees with respect to recent changes in the policy of the company.
In support of this,McCracken and Morley (2014) stated that the organization could also be capable to empower activities by removing roadblocks and implement the feedback by systematic manner. It is also stated that the organization should concentrate on making short-term goals as it could be effective to accomplish the targeted desire of the companyin the least time. Persistence could also be an effective method for getting higher success by implementing the change. In addition, it is examined that the organization should aware their employee with respect to the change and it is significant for getting higher success.
Payne et al. (2015) examined that the key purpose of this model is that it aid employees to accept change rather than managing itself. It is a phase to phase model that is simple to follow and incorporate in the organization. On the other hand, Singh and Singh (2015) examined that this model is very time consuming hence it could be quite ineffective for the organizational growth.
(Sources: Singh and Singh, 2015).
There is difference between kurt lewin and Kotter’s change management model. Although, both ideas are similar however, have different drivers. They arrive at the same destination but, take a different route to make change at the workplace.
Conclusion
From the above interpretation, it can be concluded that change management is required for today’s organization in order to improve the performance.Change management helps an organization to transform the current state to intended future state. It can be concluded that there are different change management theories that can be used by today’s organization to making transformation at the workplace such as Lewin’s change management model and Kotter’seight-stage change management model. These theories are beneficial to make changes step by step and influence the employees to adopt the changes
References
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