Organisational Change In A Business Business Essay

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In the current competitive world every organisation want to be in the race for top position.But all the organizations dont have those standards for that position. in every organisation there are set of standards which will keep them in the race without which they cant servive.The organisation which want to occupy the top position must follow all the industry standards and have to implement few new standards/initiatives to be in the creative side. The initiatives are nothing but the changes those have to be implemented in the organisation.These change management initiatives have to be implemented by the leaders of the organisation. Some of the experienced leaders have extra capabilities to handle this kind of situations.Project managers have that capabilities to implement the change initiatives from the bottom level in the organisation structure.

Change is part of organisation's life cycle. The change can be of various types.It may be organisation wide change in standards, way of work, quality of work, policies, workflow and organisation's structure. These changes will show the roadmap to the organisation's future growth. Change management initiatives are applicable to all the employees in the organisation.

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The main reasons why we need change are:

1.Unable to reach company's goals and vision.

2.To reduce the turnaround time of company's projects completion.

3.Effective utilization of company's resources.

4.New business plans in new market areas of business.

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Need for planned change:

Planned change is a change which is planned in advance as part of the discussions and meetings in the early stages of a project or an organisation. Before they are getting implemented in the organisation they have to be intimated to all the employees. Planned changes will be implemented as part of life cycle of projects work flow.These changes will be dependant on the company's vision and the current situation in the industry and expected future industry situations.

In company's life cycle all the change management initiatives will be purely from the minds of the top level management.This change management intiatives will be followed by the bottom level employees in the organisation structure. These initiatives invloves co-operation from leaders and employees who are the backbone for the company. The change management goals will be set by the change management consultants, managers and supervisors of the company. After setting the standards, goals, vision the report will be sent to the top level management. Successful implementation of change initiatives will depend on the way they communicated to the employees and the way the employees' received. The results should be analysed and compared to the expected results for further modifications. Integration will be done after the successful implementation of the individual changes.

To be adjusted to all these changes the employees should be ready technically as well as mentally. The up gradation of technology to compete with global competitors will require a proper and sophisticated training. This will not only ensure the successful implementation of the changes as well the customers will be highly satisfied with the quality of the services or products they are provided. With proper planning changes only this type of results will be achieved.

These changes are part of day to day work of employees. There is no need of any special communication for these change management initiatives. All the leaders have to communicate and implement these changes without any disruption in the policies. Then the employees will be adjusted to the changes and there will not be any dissatisfaction with work they are doing every day as part of product/project life cycle. The decision making for these changes have to be carefully executed before they are getting implemented.

Resistance to Change:

People working in every organisation at first will resist the changes in policies, standards and way of work. But those changes at last will be implemented by them only after understanding the benefits with those changes.

Role of Leaders/Process consultants/change agents in reducing the resistance to change process:

Now a day every company is looking out for some sort of implementation of change management in their company to cope up with the industry standards and the competition arising from globalisation. This change inturn results in great downsizing of the cost and results in gradual profits year by year. This involves co-operation from employees and the leaders. But somehow this is not happening. There is a communication gap between the leaders and the employees in implementation of these changes. This leads to "Resistance to change".

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The following actions have to be followed to avoid resistance to change.

Plan the proposed improvements in the project and identify the key stake holders then record the stakeholders expectations.Also get the opinions and suggestions from the key stakeholders for all sorts of support.

Proactive/Reactive changes observed:

I have worked with the Radiant Infosystems, Inc. BANGALORE,INDIA for about 1.5 years.It provides IT services to the Road Transport corporation which have around 112,000 employees india wide. In that organisation i have seen both the reactive and proactive changes when it competed with private transport corporations and other state corporations.

Implementation of Centralized RFID attendance system and Online ticket booking:

The process/change consultants appointed by the higher management have analyzed all the possibilities of losses and found the reason that the ticket booking system of corporation is laborious and timing of busses and the drivers are not punctual. Based on the consultants report and solutions the higher management has decided to introduce online technology to book the tickets and issue the RFID identity cards to the employees for the attendance purpose. In long term view this is helpful for corporation to gain profits but the employees refused to implement this change process because some of the agents are loosing their employment and employees are not happy with the RFID attendance marking system because this will tighten the employee's working hours. They approached us for an online booking system and after the requirements analysis and keen observations in other ticket booking systems we have implemented an online booking system and centalized attendance marking system for all the employees. With this IT application implementation finally they got profits. Employees also got extra money for over time.

To conclude this essay on change management and systems implementation, this essay reference as a recommendation to TRIUMPH INTERNATIONAL, The changes at first will be resisted by the employees but finally those changes will take the Peter's Co., to a new higher level in the production.

Now a day every company is looking out for some sort of implementation of change management in their company to cope up with the industry standards and the competition arising from globalisation. This change inturn results in great downsizing of the cost and results in gradual profits year by year. This involves co-operation from employees and the leaders. But somehow this is not happening. There is a communication gap between the leaders and the employees in implementation of these changes. This leads to "Resistance to change".

In India some of the state goverment transportation corporations are running their buses with loss also. So the higher management has appointed higher experienced consultants to give some solution to change the situation and to get profits. The consultants analyzed all the possibilities of losses and found the reason that the ticket booking system of corporation is laborious and timing of busses and the drivers are not punctual. Based on the consultants report and solutions the higher management has decide to introduce online technology to book the tickets and issue the RFID identity cards to the employees for the attendance purpose. In long term view this is helpful for corporation to gain profits but the employees refused to implement this change process because some of the agents are loosing their employment and employees are not happy with the RFID attendance marking system because this will tighten the employee's loopholes. These types of problems will lead to 'Resistance to change'. But finally these changes will take the corporation in to profits.

As like change in human life, Changes will be there in every company's life cycle. These changes will be dependant on the company's vision and the current situation in the industry and expected future industry situations.

STEPS FOR PLANNED CHANGE:

EXPECTED RESULTS

In company's life cycle all the change management initiatives will be purely from the minds of the top level management.

This change management intiatives will be followed by the bottom level employees. These initiatives invloves co-operation from leaders and employees who are the backbone for the company.

The change management goals will be set by the change management consultants, managers and supervisors of the company.

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After setting the standards, goals, vision the report will be sent to the top level management.

Successful implementation of change initiatives will depend on the way they communicated to the employees and the way the employees received.

The results should be analyzed and compared to the expected results for further modifications.

Integration will be done after the successful implementaion of the individual changes.

To be adjusted to all these changes the employees should be ready technically as well as mentally. The upgradation of technology to compete with global competitors will require a proper and suffisticated training. This will not only ensure the successful implementation of the changes as well the customers will be highly satisfied with the quality of the services or products they are provided. With proper planning changes only this type of results will be achieved.

Stakeholders are the key people for a project or the company.Their influence will be high in the organisation. Their opinions and suggestion will impact the structure of a company or project in an anormous manner. Their impact analysis and future planning skills will play key role in the organisation growth. Their expectations will show the roadmap for the company's future.

steps involved in Stakeholder Analysis:

Plan the proposed improvements in the project

Identify the main stake holders

Record the stakeholders expectations

Get the opinions and suggestions from the key stakeholders and for all sorts of support.

A bank in India the top level management wanted to implement the core banking service in all of their branches. So they have called for a report of stakeholder analysis to avoid the misconception after implementation of the change.

The key stakeholders in this project are:

Table for stakeholders' analysis:

STAKEHOLDERS

PRIORITY

ROLE IN PROJECT

Bank Top Level Managemnent

highest

They are the decision makers and financial resources for the project.

IT company

highest

The project solution providing company which takes care of the requirement.

Project Management Team

highest

Responsible for data management, planning and security of the project.

Project Develpoment Team

highest

The people who develop this solution till the end.

Bank Data Management Divisonm

Medium/highest

These people will provide clarifications and actual requirements to the IT company.

Banking Application Users/ Customers

medium

These people will make use of the developed application

Clockwork:

Clockwork type of change implementation process is mainly dependant on the level

of knowledge on the change process and its outcomes.The change details should be communicated to the employees who are working on clockwork type of companies.These mechanical kind of changes will not face any resistance to change and the employees will also implement this process with higher satisfaction.

Snakepit:

Snakepit type of change implementation process is the process where the work will not be executed successfully with the change process.There will be a communication gap between the managers and employees which leads to resistance to the change process. The level of knowledge will be low in this snakepit type of companies.

Clockwork

Snakepit

Synchronization between different units will be high in this type of companies because units will work in collaboration with each other.

Synchronization between different units will be less in this type of companies because units will work independently.

No resistance to change process.

Lot of resistance to change process.

Complexness will be less.

Complexness will be high.

Employees will be aware of change process.

People works with fear about the results of change process.

Employees working in different units on different research topics in a Research organisation in india have clear understanding of the change management process and the communication between them is good in such a way so that in any unit if some change is implemented successfully then other units will keenly implement that change in their unit also without any resistance to change.Clockwork type looks simple when it comes to successful implementation of change.

Transformational leadership will be one of the dominant leadership qualities which has great importance with which the leaders can change the position of the organisation in the current globalized world. These type of leadership qualities will be required in all the leaders of the organisation. They have to stand as a role model for all the employees working under the leader. With transformation of knowledge and experience they will be able implement the changes in the kind of work.

When I worked with Radiant Infosystems, Inc(India) ,we got a new requirement from one medical devices company which has requested for an IT application for their medical devices.In the early stages of the project every one in my department have refused to work in that project as it was a new domain for all of us. But the project manager and technical architect of the project have started requirement analysis and they have come up with a project plan and design for the application. Though it was a new domain to us, with the help and suffisticated from our project manager and technical architect.we have git enough confidence to start the build phase of the project. The transformational change to a different area and technology of work from our project leader we have implemented the knowledge we gained from him and now we are professionals in that domain and technology also. These type of transformational leadership will be ever required to get the business in new areas of market.