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Change is not a new thing it is just a simple fact of life that comes automatically. Today people live in a world that is full of change. All of them like a change in all areas, as there is a increase in advanced technology there has been an improvement in all almost all field. The change in management is an important aspect of an organisation. As it takes away the mysterious of the corporate culture, to bring its powerful impact on the performance of the business. among the leaders and managers the basic skill in which they are competent is the change management. In 21st century where there is a competition in the management level mastering change is key skill that is to be obtained. As time moves on everything is subjected to change. If change is not happening it is just like a stagnant water that collects dirt and all the waste and it becoming useless. This is same in the case of management style there must be change according to changing environment of an organisation. Changes are brought within the organisation by applications of the new technology to work, process and products, alteration in the structure of the authority, and by modification of the employee's emotional attitude, expectation and improved skills.
Management and change are interrelated to each other .the complexities of organisation can be handled only through the change in the management. The old traditional view of management in which the manager orders and the staff following the order has been taken away by the new participative style of management styles. as more and more changes occurs there can bring new is ideas for customer services and in the performance of the business. As there is introduction of new technologies and a realigned working environments are innovating the relation with their business and their workers and employees. Challenging the business world has become a trend in the economy , where all areas of business there is a competitions for survival. Change sometimes bring loss to the business and change is unpredictable for a management .the manager acts as a facilitator and a coach who give moral support and motivates the workers to bring new ideas for development and adaptabilities.
A manager is judged according to their ability to efficiently a and effectively manage the change in the business world. As new technologies and the realigned work environment has been altering the relationship between workers and the employers..the working hours which has been increased ,the stressful working conditions mergers and acquisitions has made the employee morale the challenging. as the time moves the employers are changing to the non traditional working environment . According to Buchanan and Mccalman(1989) the concept of change must be examined from internal and external factors and the manager must respond with a framework that should be equally widespread for transition management.
Lots of surveys conducted shows the fastest growing concern to the employees is their lifestyle balance, some other factors also cause the issue to loom has grown larger than in the past. Age is a another factor that is helpful for understanding the peoples motivation and priority when they passes through the life cycle. Comparing the previous generation moving ahead and money alone doesn't drive the people in the 20s age, while considering the people in the age of 30s are starting family and establishing a different types of goals and aims on their life. A change is successful at a individual level, when a initiative is undertaken by the organisation and that change seems to be working only when the employees do have the desire, knowledge, reinforcement and ability to make the change to a successful one for their organisation. For a change in a organisation it has to entails new actions ,process and objectives .changes can be effective only through the management training, workshops etc. Sometimes deeply conditioned and historically reinforced feelings may act as a root for the strong resistance to change. Some of the institution such as health services and nursing, public sector .government department etc needs a strong reliability or dependability personality profile.
Mostly people who go work commonly have illusion that the main purpose is to obey the orders of their managers, so that at the end of the year the organisations profit can be distributed among the greedy directors and also for the shareholders, people can't suddenly stop something they are doing and change to learn new skill. Even though the workers are interested in introducing themselves to change there are some factors dumped on them by the organisation for a long time, that keep them fully packed during most of their working hours. an organisation must be able to trustable for a employee, so that they can give their best performance, provide people a choice to make and be honest about the possible outcomes of the choices. If they meet with the control and inclusive need, timing must be given for expressing their views and to be a part of the decision making part. Keeping a observed good management practice, such as getting together for a informal discussion and getting feedback even there is stressful working hours helps to keep the employees to work in the pressured working condition. When organisations get into crisis because the workers cannot be blamed, it is the best reason to make a new start, realign the aims and restructure the organisation and its purpose without changing the workers. The organisations purpose and aims stink when there is a crisis, and the people are always okay.
Some of the principles which can be successful for change in organisation are first of all the change made must be measurable, realistic and achievable in all concern. Before making the change one should ask themselves what for the change is needed ,how will the change bring result, who and all will be affected by this , such things should be kept in mind before a change is to be decided . To manage change workshops should be arranged to encourage the management team to entails new theories, actions, objectives and processes to a group or a team of people. According to the wide variety of factors which is different for each and every persons such as maturity, experience, motivation, stability etc the employees are responsible for doing the best without considering any other things. and the main responsibility lies within the manager who has to facilitate and enable change to the organisation and also to implement the change accordingly, by understanding the situation from the objective standing point, and to help people understand aims, ways and reasons of how to respond positively according to own capabilities and situation of the employees.
While considering a large change in a project the manager should apply the stages in a project such as producing plans, allocating all the possible resources, appointing a project sponsor and ensure the maximum utilization of resources. According to (Mullins 2010) while taking a change some of the expressions must be taken care such as 'mindset change', changing people's mindset' or the attitudes towards the change because the expression often relates to the tendency towards imposed or enforced change strategy which is called as the theory x. The employees who are not approaching to their tasks given or to the organisational policy effectively then it is said to be wrong mindset. At the early stage of the change, which leads to the new structures of the authority , policies of the business, targets or goals, mergers and acquisitions ,disposal and relocations that affects in creating new systems and environments needed to be explained as possible at the beginning, so ,that employees can obtain the change for validating and redefining themselves accordingly.
Change can't always bring prosperity it can also bring to the loss side also, a business go through the loss curve sometimes and this must be managed realistically. a good deep study must be made of the change, to deliver a sustainable change there has been a lots of theories , philosophies, techniques and models all aiming at various degrees and of credibility and success for the business (Todnem By 2005). The organisational must mainly concentrate on creating a good working climate for the people so that they are motivated and are energized to work willingly, as change is inevitable and which can't be avoided feature while considering a business concern. There must be change in all aspects including emotional and spiritual behaviour of the employees, which may in turn affects the actions at work and relationships and cooperating aspect with the colleagues. While studying the change management there are certain forces form external environment that affects change which helps in forming a structure and proper functioning of the organisation. Some of the forces are globalisation and the cut throat international competition, intervention of the frequently changing government policy, political issues, some of the scarcity of natural resources, a rapid development of th modern technologies and the information systems. To survive this organisation must be well updated and flexible accordingly to the change in the external demands offered to them.
For a business to survive it must go along with the fast moving environment, by planning, implementing and managing the situation in which the organisation currently works. Some of the key elements to be taken care for successful change are ,to plan a long term sound strategic vision for the business ,focussing on the detailed establishment and measuring the future change in advance. For review and decision making process well established forums and good communicating methods must be introduced, so that views and suggestions can be interchanged. Empowering the people by giving a choice to participate in the decision making, and also delegating responsibility and the power to complete the given work. the biggest obstacles for establishing a successful and sustainable dynamic culture and capable working group are autocracy and compulsive interference. To get a culture of empowered dynamism there must be adjustment in the recruitment, training and development of people.
AIMS AND OBJECTIVES:-
As the research lies in the areas of management field .there must be a particular objective and the main aim or objective of the research is to :-
Find how the impact of change may relates to the internal and the external performance and development of an organisation.
Develop the awareness of how people can facilitates and resist the management change happening in a organisation .
Get the knowledge of the surrounding s of the situation within the organisation, when there is a change in a management field .
The philosophy that is used for the change management is interpretivism because the business and management is a social world which is far too complex in nature, as humans are considered social actors in the changing world . the approach that can be used for this philosophy is the induction approach. as the research of the change management complex the theory used for this is grounded theory ,focussing on the case studies and written articles about different business organisation. The method can used is mixed methods such as primary and secondary data collection methods, primary methods that are can be used are face to face interview and sending questionnaire and secondary methods are review of case studies ,online collection ,articles and books etc.
Research ethics issues emerge as soon as the plan for the research starts. Ethics refers "to the appropriateness of your behaviour in the rights of those who become the subject of work done, are affected by it" (Saunders et al 2009).some of the ethical issues that arises across the various stages related to the research is as follows:
Privacy of possible and actual participants;
Maintenance of the confidentiality of data provided;
Behaviour of the persons who are interviewed;
First month - critically review of the literature
Second month- formulating the research design
Third month- collecting data through primary and secondary methods
Fourth method- writing and presenting the project report