Defining Change Management

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Question 1- Two school of thoughts

Change Management Schools of Thought

School

Describe two schools of thought that contribute to change in organizations.

Approaches to accomplish structural change, technological change, and people change (self, team and organization).

Contributions made from each school of thought to change of self, team, and organization.

Factors that

Drive Change

Impede Change

  1. Design School

Designing the school in systematic order like the ladders so one can step ahead and have no resistance

Leaders can appreciate every one so that if individual has good sense of change so the team and so the organization

Changing which encouragement can be positive and changes can be made very easily

Changing with no support can be very difficult and may be sometimes dis respectful and unfair to employees

  1. Learning School

Coaching must be given and should be up to date because decision making also changes with the time.

Different thinking and the dreams which are unexpected can be held and come true easily as of the different thinking and complexity handling.

Always learn from the every situation coming on the face and try to get lesson from every difficulty so that problems facing can be less stressful in future

New structures are hard to apply so the structures with nothing systematic may suffer.

  1. Configuration School

Structures can be made with a exploratory thinking

Structures made can help out every one to easily get the steps of the system to change easily.

Configurations are like the core of the changing the settings other system which can be helpful from the lower level of management to the upper with proper instructions etc

If they are not been processed in steps then organization may fall in failure of change because of confusion

  1. Entrepreneurial School

Leader can be made for the working of school in symmetry and the leader can select the good and bad for company and everyone has to obey it

The selectiveness of leader can very successful and the company can reach the heights of assumption.

Better results can be made if the vision of the leader is good and sense and adaptation is best.

The thoughts of the one person are limited and can be easily adapted by everyone.

TASK 2

2.1 Two reasons why people and two reasons why system resist change in organisation?

People

The loss of status and the job security in the organisation

Some changes are harmful to our current situation and not even its our nature for making changes, so the change in administration and technology almost resisted because these changes will eliminate their jobs and their roles from the organisation.

The climate of mistrust

There is faith in the people who are working together. Mutual misunderstanding will blow up the whole organisation and this change result the failure of trust in the organisation.

System

Power

People in power, they don’t want to lose their power easily.

Control

The employee in control of system also dnt want to loose their power so as to retain they have to take care of their system.

Fear of unkown

The changes which are not known are the most stress giving ones. The system is mostly afraid of these kinds of situations because the whole system disturbs by them.

2.2 5 Strategies to overcome situation of resistance of change

Educate and communicate

The anxiety can be reduced and ensure the people of what is happy and what is expected of people and support given to them in the time of change. The benefit is the keyword to craze people about doing change which is necessary and benefits only comes with the implementation of change.

Participation

Feeling of control reduces uncertainty and this will promote the feeling of the ownership. The change and encourage help to implement and design. Deriving themselves may also make them easy to change.

Support and facilitate

It is very hard to change while; work anxiety is the first emotion come over buy supporting people and encouraging them, training them, coaching them can reduce the resistance from the people mind involved in the changes.

Agreement and Negotiate

The powerful resistance may offer uncertain but in return but in return you have to offer good for agreement to change. Negotiations may alert people to get their benefits or assume of getting benefits after the change.

Manipulation

If all the above are expensive and useless then this stage is the cheaper and best suited for every organisation, this is the quick stage and good way to negotiate. This include the like hood selectiveness of employee, the best way to get rid of unlikeness.

2.3One impact of change-related stress and ambiguity on each of the following:

Stress- is an external and internal fact that causes tension and unconsciousness

Individual

Can reduce performance

Sickness absence

Misunderstanding with colleges

Organisation

Reduced staff performance

Poor decision making

Commitment to work will be so poor

The absence level will be increased

Turnover of staff will be higher

The relation between workers will be so poor

Team

Loss of motivation and commitment

Diminished returns because of working long hours

Time keeping poor and erratic

Conflicts between colleges in displaying the problems

2.4Three measures to remove or minimise negative aspectsof change-related stress and ambiguity

Minimising Stress

Individual

Encouragement and discuss the stress with manager, in order for the action to be taken stress issues should or should not be work related. But those who either effect on the functioning needs support and help.

Team

Encouragement making good relation in between colleges understands each other; any conflicts can be solved by gathering and meetings.

Organisation

Managers and supervisors have to access the risk taking stress in companies and eliminate it. Managers should aware of every common sign of going or on-going stress, working it out and the solution for it.

2.5 Two methods to test for individual readiness to change in terms of positive and negative forces

Change valance

The more the organisation evaluate the change the more the they want to get involved to implement the change

Change efficiency

Task demand

Resource availability

Situational factors

2.6 Two ways to check the system readiness

TheBest way of finding out the readiness of the system is to face the change of the one sector with change and then appraise the result with other department to know the variance and reaction which it is beginning to the system and then you can recognise what is need to be prepared to make it nominal.

Task 3

Two schools of thought from Task 1 and Case Studies 1 and 2 as your reference when answering the following questions

3.1.1 Yeah! It’s a very effective change management as they have chosen 15 department managers for the change and its very good as well because every manager has taken out his part and solved his one very carefully. They used two strategies to get the change

Structure

Planning

In return of all

They saved their

Money

Time

Pre plans are made and helped them to get the change very easily.

3.1.2 15 departments were used and they all are working as a team as a team and that’s awesome as a team work they can overcome their situation of internal communication. The projects were planned very easily and can be finished at time as well. Even if the organisation is in down turn still they have well satisfied team. But because of the limited resources and stubborn managers is only the narrow place to be successful in some situations.

3.1.3 They used the systematic order chosen the every department managers helped them to get the resolved very easily.

The planning and structuring are very helpful for them as the managers are very smart they distributed their work as their roles and their needs and they resolve out every single problem as the ABC College is facing and they looks after the outcome of the organisation as well.

The resolutionsinvolvedcultivating communication to duck overlapping jobs within the departments for which an IT system was installed. Reform of the Web site was also originated.

Works Cited

http://www.m-t-d.co.uk/blog/tag/how-to-overcome-resistance-to-change. (n.d.). www.m-t-d.co.uk/blog/tag/how-to-overcome-resistance-to-change. Retrieved from http://www.m-t-d.co.uk/blog/tag/how-to-overcome-resistance-to-change

http://www2.pathfinder.org/site/DocServer/Organizational_Structure.complete.pdf?docID=323. (n.d.). www2.pathfinder.org. Retrieved from http://www2.pathfinder.org/site/DocServer/Organizational_Structure.complete.pdf?docID=323

www.d.umn.edu/~dfalk/hbse/matrix/orgresist.pdf. (n.d.). d.umn.edu/~dfalk/hbse/matrix/orgresist.pdf. Retrieved from http://www.d.umn.edu/~dfalk/hbse/matrix/orgresist.pdf: http://www.d.umn.edu/~dfalk/hbse/matrix/orgresist.pdf

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