Change is required for the effective working of the organisation
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In every organisation the change is required for the effective working of the organisation, in order for the better performance the employees or the management of the organisation implement a strategic change management timely when the need is required for the organisation to stand well in the business and the change management plays a very important role when it will be implemented when it is required and will give the organisation to rise its standards even more to great heights.
In the similar fashion a proper change management has been implemented by the employs of Satyam Computer Services Pvt.Ltd to stand back in the business market and to make its organisation back in working condition when the organisation got collapsed due to improper management. With its effective strategic change management the organisation regained the lost customer and client relationships, with the help of integrated change management policy the organisation set some new approach to deliver sustained success to the unit in improving the effective functioning of the organisation, with an appropriate selection process, rewards in performance and an proper change management process the organisation could tackle the problems, after thr review on this assignment we could grasp some knowledge on the required change management and its implementation on any organisation when it needs an Change management.
Change Management: activities involved in (1) defining and instilling new values, attitudes, norms, and behaviours within an organization that support new ways of doing work and overcome resistance to change; (2) building consensus among customers and stakeholders on specific changes designed to better meet their needs, and (3) planning, testing, and implementing all aspects of the transition from one organizational structure or business process to another.
There are 3 models in change management they are:
McKinsey 7-S Model
Tom Peters and Robert waterman created the McKinsey 7-S Model, while they were working for McKinsey and company, and even by Richard Pascale and Anthony Athos at a meeting in 1978 (12 manage, 2007). The McKinsey 7-S Model is a holistic approach to a company or an organisation, which collectively determines how the company will operate (12 manage, 2007). In this model there are seven different factors which are the part of the model which will work with this model, and they are.
The pictorial image of the 7 factors of McKinsey 7-S Model
Briefing about the factors
This factor has been placed in the centre of the model because it is what the organisation believes in and stands for, such as mission of the organisation (12 manage 2007).
Here strategy represents the status of the organisation or what the organisation plans to react to any changes of its external surroundings (recklies, 2007).
Structure is the present or the future shape of the organisation
The systems are the rules and regulation, process and procedures and routines that characterize the method of the work to be done.
Staff is quiet obvious in the fact that it is a proper representation of who is employed by the organisation and what they do within the organisation (12 Manage, 2007).
Signifies the organisational culture and management styles that are utilized within the organisation (12 Manage, 2007).
They indicate the abilities and competencies of either the employees or the organization holistically (12Manage, 2007).
Advantages of the McKinsey 7-S Model :
The benefits of this model are
It is an effective way to diagnose and understand the organisation.
It is an guide for organisational change
It is a combination of both rational and emotional constituents.
All the factors are interrelated, so all portions must be addressed focused (12 Manage,2007).
Disadvantages of McKinsey 7-S Model
The major disadvantage is that this model ignores differences (Morgan, n.d.).
After five years many of the companies that used this model fell from the top
Lewin's Change Management Model
Lewins Change management model was created by Kurt lewin ( mind tools,2007), Kurt lewin has recognized the three stages of change, which are still widely used they are ( Syque, 2007)
The lewins model explains about the people who tend to or who stay in safe zone and are hesitant of the change like when there is no change they feel comfortable and when any change has taken place they feel uncomfortable, while to overcome this the freezed state the organisation provides an motivation. Motivation is important to any organisation, even though if there is no change.
The transition period is when the change is occurring, which is voyage and not a step (Syque, 2007), generally the time for transition takes longer as the people do not like change.
Another important part of this stage is about reassurance which is good for the organisation as well as the employees. When the transitional voyage ends then starts the next stage that's unfreeze.
Unfreeze is a stage where the organisation or the company again gets stable condition, like the stage where the organisation regains the same or an good mode of business. (Syque, 2007)
Advantages of the Lewin's Change Management Model :
Here the advantage for this model has good points than the previous model as this model has better understandable steps and has fewer steps, this is most efficient model to be used in these days.
Disadvantages of the Lewin's Change Management Model :
The Lewin's Change Management Model has also got some disadvantages and main is about that it is timely, that means to any change to take place it will take time.
Another disadvantage is about the refreezing period, like many people are worried that another change is coming, so they are in change shock (Syque, 2007). By these the employees be in trauma that the change is arriving which makes them to work less efficiently in their jobs.
Kotter's Eight Step Change Model:
John Kotter introduced Kotter's Eight Step Change Model in 1995; he is an professor at Harvard Business School and worlds renowned change expert, the Kotter's change model consist of 8 factors and they are.
The need of creating urgency for the change comes when the organisation needs to survive so for that we need to convince all the people in the organisation.
Form a Powerful Coalition:
To survive the change the organisation needs to form a strong team, the team may consist of the most efficient or trustable, reliable persons from the organisation itself.
To create a Vision for the Change:
After formation of the team they have to construct an vision which will guide and show a clear direction in regards to the change and the result for the company and the after effects of the change.
Communicate the Vision:
When the team has created an vision in regards to the change they have to communicate this vision with all the empolyees and make sure that every employee is clear of what is happening.
Here in this step the management should equally work with the employs to empower the employes and help in removing obstacles.
Create Short Term Wins:
Here the employs should be provided with short-term wins with rewards which indeed will make the employees to work more efficiently.
Bulid On the Change:
The seventh step is about persistence because we should influence more change even after the short-term goals are met or the original plan for change will cease and die (Rose, 2002)
Anchor the Change in corporate Culture:
The final step is to make the change permanent by moving fitting it into the company's culture and practices, such as promotion (Chapman, 2006).
Advantages of the Kotter's Eight Step Change Model:
The Kotter's model has a huge benefit that it is step by step model, which indeed is easy to follow and the other benefit is that it not only focus on change only but it even accepts and gets prepared for this change , which helps in the transition.
Disadvantages of the Kotter's Eight Step Change Model:
The only disadvantage for these model is that we can not skip any step where the change will be failed.
The model I choose for the organisation Satyam Computer services Pvt.Ltd. is
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