The process of monitoring changes in the organizational structure of a company is called change management. Change management involves technology, individuals, human resources or the structure of the company. Ethically speaking change is a stressful task, so it should be completed in the workplace in an orderly and efficient manner. (Levine, 2009)
One of the most important change management strategies is the value of Employee Engagement in their organization. In many studies it has been understood that the employee of the organization are not much engaged in their work which they are functioning, rather than they are worried about their jobs. Thus such type of employee's engagement leads us to consider two major issues when the organization is passing through tough times. The first change should be the inspiration of confidence and innovation in an organization which is in freeze mode, and secondly organization should measure employee engagement as an indicator. (Xenitelis, 2009)
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The change management strategy dealing with inspiring confidence and innovation in the organization focuses on employee getting actively involved at all levels and understand the business, so that they can also give their ideas which can make a positive impact on the organization in today's competitive world. There are some steps for this which is,
The real business data should be shared with the groups of employees at all levels who deals with the customer in specific sector.
Employee's ideas should be asked on improving or innovating for any of your one service of product line, and then test that idea in a specific market segment.
After the ideas have been tested for some period of week ask employee to examine the business result.
Take those ideas which have really improved the sales of the organization and then state nationally depending on the strength of the company.
Reward and recognition program should be organized in order to appreciate the employee who had generated idea in order to energies the employee. (Xenitelis, 2009)
Process of change management as success
Techniques for Creating Your Own Change Management Plan
Change management is a very important process to any business. Basically change management plans, evaluate and implement the changes which is needed in an organization and helps in finding new innovative techniques and procedures for improving the services which your company provide, which leads to customer satisfaction. Development Manager is the in charge for maintaining and updating the change management plan. The management should organize the plan in the following way:
Stakeholder Analysis: holding the group of stakeholders who wish to give new ideas and at the same time implements them to bring change in the business. It is very important for the management to identify and give training to such kind of stakeholders.
Organizing approach and principles: principles and approach should be made effective to execute the strategies in change management.
Plan, schedule and apply the events: planning and applying the correct strategies are very important, because this will verify and measure success of your techniques. Scheduling the events, such as seminars and training will help in developing and well organized Change Management. It also recognizes the important stakeholders which are involved in the project. Such types of plan discuss strategies to fulfill the goal of the organization. (Blokdijk, 2008)
Strengthening the Change Management as implemented
Every change has an end result, but it depends the result which ends bring success to the company. Change in the organization is brought in order to get better result than what they are currently getting. The management who bring change in the organization should maintain the quality of their performance to its clients and employees.
Every organization as to have change management process time to time to achieve one's goal, and it can be done by monitoring the change result and if needed it should be updated. In the strategic implementation of change, the final phase is the conclusion and it should require a thorough evaluation and readjustment of focus for weighting the results and planning. Then comes the important aspect to assure that the change is carried outing the line which has been planned by the managements. At the time of conclusion the leader should get several viewpoints from others, and there after the management should take actions. The change leaders should be capable to understand the individual change viewpoints before new information is obtained and evaluated. The conclusion of change management process in not the end, but it's a start of the new change process. (Blokdijk, 2008)
Define Leadership and Exercise It
Always on Time
Marked to Standard
The leadership plays an important role in the success of the change management process so, leadership should be always defined and exercise in the present climate to the significant determinant. Leadership is the process by which a person influences other to fulfill the set objective in the set period of time. Leaders are very much known for their vision from that sharp vision they observe the functioning and then they share with others. The leaders are who binds the organization together with beliefs and knowledge and who makes it more cohesive and coherent. Leadership also motivates employee and make them master in the field they are working and as a result all the employees can generate an idea which can be implemented and it will then lead to success for the organization. (Warrilow, 2009)
Leadership that directly addresses the transitions and emotional dimension which is impacted to make change that provides inspirational motivation. The major failure of leadership in every change initiatives is that the change initiatives must be led and managed. Leadership means that they should have the quality to recognize the importance of the emotional dimension, and specifically understands the two levels of change impact that is:
Organizational change- new processes, procedures and structures
Personal transition- emotional and psychological
Emotional dimension should be not ignored by the leadership and by doing this can cause a major change resistance and change failure. Thus leading the people through this personal transition is as important as managing the organizational change. Leadership require high levels of emotional intelligence in order to addressing these factors. (Warrior, 2010)
Reason for Embrace Change in the organization
Firstly it is important to understand what does embrace change means. employee can take time to accept changes and acknowledge. The managers and project leaders can help employee by giving them proper and accurate information on what the change is going to be, because employee want to know the reason behind the change and why it is necessary to have change. Staff want to know that why the previous initiatives may no longer be relevant and they also want to understand why an organization has decided and want to invest in transformation. (PlatypusPaws, 2009)
The employees who already begin to adapt change need to understand what it personally mean to them. Every organization has some expectation from their employees but, if the company does not provide proper information on the task which they are performing, then the goal of the organization cannot be achieve on time. So, the managers and the leaders should assist their staff by explaining what is expected of them. Providing proper information to the employees gives them the opportunity to accept that change which is necessary and it also prepare themselves in the new ways of working.
There are some part of the process of adjustment is coming to terms with the loss of previous ways and now beginning to work in the changed and new behaviors. Some staff can think that they are working in very different methods or in a very different environment. Managers and leaders of the organization should always assist their staff by providing them support and training and also giving them an opportunities to discuss their concerns, because in return employee can develop ideas for their organization. (PlatypusPaws, 2009)
Strategies in Change Management to be adopted and implemented by the Organization
In today's fast changing technology made economy to change fast and as a result change is everywhere and needed time to time, there should be a change in every organization. Hover ever for an organization should have some powerful strategy in order to survive from there tough competitors. There is some successful strategy which should be adopted and implemented by the organization that is as follows:
All the employees must be convinced of the personal and professional benefits which there are going to gain for themselves and to their organization before they are really motivated to work on change. In addition, during the change process the work will be slow down and they might be called for overtime in order to help and get the task accomplished faster. At the time of change learning becomes more important, so that the employees can learn the accurate procedure of change process and also provide ideas later on. Upper management should symbolize a theme for the product so that customer could realize and identify what they are looking for and they can buy it quickly. Once the theme has been developed, the upper management should create a mission, goals and objectives to all the employees of the various departments. Thus to gain idea and interest of the employees motivating them is very important. (Diamond, 2007)
Reward to success
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It's always said that, success builds on itself. In order to create internal champions among those who are higher risk taker, rewarding to success should be organized to gain the interest of the employees and more aware of the value of new outputs. If rewarding s done they will become the role models and will show more interest to their organization and at the same time they will work smartly and the reason others will follow them more easily.
Promote changes with workshop
One of the parts of change management process is to involve conducting teambuilding and management development. The demand for needs into the workshop must be inputted to promote change and work with different management styles. Here the input is the knowledge, training and practice. It has been always examine that people respond better to workshop exercises that have "face validity", that is content should be always related to the work for people to perform. Workshop should be a combination of process and content. The participants engaged in this workshop should be encouraged so that they can learn more about one another personally and this will built a level of trust. The task of content specific should be given in order to perform together. By doing this the employees will not only gain the knowledge of the team member but they will be able to know personally by cultural and social changes and to also work more effectively with each other in the future. (Diamond, 2007)
Launch the change management program
Large scale companies always want their functioning process in a systematic way that's the reason they spend lots of finance on all types of research, thus change management program is also a big aspect for every organization. The launching of change management is also an important step. This is a all day affair and it should be exciting and motivational, that encourage the participant, gives and receives ideas of all attendees and on the other hand it will provide with a means of ensuring attentive involvement in the process.
Alignment is necessary
Sometimes the alignment behind a company's goals, values beliefs and objectives is taken for granting purpose and this big mistake that organization make. Thus, taking from the highest levels within the organization to the value and desired cultural changes. Then these values must be communicated with the other level of organization. (Diamond, 2007)
In today's world of business there is tough competition from the relating competitors and to survive there should not be any pitfalls and if it is there the organization needs a healthy change management strategy in order to navigate from these pitfalls and achieve a successful change initiative. Successful change management requires attention to the three key strategies they are as follows:
Culture can be defined as how people behave within a group of context. The single biggest determinant of the individual behavior within an organization environment is the organizational culture. In as a result culture will over ride education, common sense and intelligence. So, to make a successful change in the organization the management has to change the organizational culture. To change the culture there is a need of identify the culture and understand it, there should be a framework and language to communicate it and tools and processes to change it from time to time. (Warrior, 2010)
Change models and methods
There should be a good understanding of the multiple factors that must be addressed and that arrived at with a change model and methodology that built a pool between the gap of high level big picture, a strategic vision and a successful implementation at the front line. There are number of change models which are frequently use and popular that is, notably John Katter's "Nine Step Change Model" and the Prussic "ADKAR Change Model". These and other models tend to provide a structured focus to the management of a change initiative and these models have a great merit. Such type of change models tends to cover one major aspects or dimension of the totality what is involved. There are difficulty involved with these and most established change models is that, it does not invalidate any specific model, supporting methodology, but there is no change of leaving gaps.
The specific and main criticism that can be made most of these is that they are project focused and tactical, but they are not strategic nor sufficiently holistic and also board in scope so that it can be fully address the human factors that are the failure common cause. Currently there are not a change model that sits between the strategic review process and the leadership dimension and also to the lower level of project and task level implementation and management.
Task level implementation
Managers make a common mistake that they believe that if anything is going to happen wrong it will happen, but it's not true. Although people tend to hear what the managers say and they believe that it is right in any vision and strategy, and it has been observed that most of them are not able to translate it into productive action. There is different kind of people and thus they have their own way to process information, interpret life, and the way they are motivated. According to all the aspect of the change management means that managing change at the task level, always requires hands on detailed management such as micro management on particular occasions, this type of detailed management is especially necessary during the early stages. The responsibility of the change management is not to make assumptions, and to grind out and to communicate those actionable steps.
The role and responsibility of the leaders is to lead and managers is to manage according to the change model and effective strategies in order to bring change in the organization, but this should be done at right time. (Warrilow, 2010)
Programme Level implementation
Organisation have to adopt some of the core concepts and processes of programme management which adds a preliminary culture analysis that is combined with a pre-programme review and planning utilizing EEMAP process that should be offered in a simple programme based model, which is designed to fill the strategy gap. Facilitate the key though processes which are necessary for a successful change initiative.
There are some objectives to support the leadership processes outlined by Kotter, Bridges Transition Model and to provide a framework, context for the project and ADKAR model task level
The Modern world of today is going under pressure of tough compitetion from there compitetors which force every organization to implement change by the management. If the company adopts change in the business there should be involvement of their stakeholders in order to have the proper understanding of the change model. The change should be well planed, scheduled and implemented, because if the organization wants to strengthen the change mamagement then it should be implemented timely. Leaders are who leads the functions of the organization so, leadership should be defined and also execised. The process of change management could be lengthy and much expensive to the organization, that is when processing change in the business should be done accurately and should be understandable to each and every employee's of the organization.
Strategy adopted and implemented by the organization should be healthy and it should draw a line of success which may take the company on top. Ofcourse to work according strategy all the employee's should be motivated and rewarded if they make succsess.