Change Management: Reducing Biases in Performance & Types of Changes

This essay discusses strategies for reducing bias in performance measures within organizations, such as implementing timely feedback, using performance management systems, and employing goal-oriented rating scales. It also examines the implications of different types of change, including reactive, planned, incremental, operational, strategic, directional, fundamental, and total change, for change managers. The essay further applies LIRN-based research to management and leadership decision-making, emphasizing the importance of effective decision-making by top leaders and managers to achieve organizational goals. Desklib offers a range of similar solved assignments and resources for students.

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ORGANIZATIONAL CHANGE MANAGEMENT
Simple accounting changes that could reduce biases in performance measures
For any organization, its performance evaluation is a must in which is generally done at
management level. People sitting at the managerial level may use different accounting policies
for performance evaluation of an organization which is also important for the purpose of decision
making of business. Some of the data organization can rely on during performance appraisals, or
evaluations are compensation adjustments, succession planning, development initiatives,
engagement plans and, recruitment and retention strategies in which for them to be executed and
be successful relies on the accuracy and fairness of the data for performance evaluation.
One of the changes which can help in minimizing and avoiding bias in the performance
measures process is for managers having appraisals on periodic and timely feedback instead of
an annual basis. For instance, the managers are instead of doing the performance evaluations at
only the end of the year; they should do it on a monthly basis. Embracing a management system
for performance in which employees can attach files and notes it ensures their actual
accomplishments are in consideration while the managers are done with their appraisal.
By having different and, several parties input and use of the reviews result in forms a
basis of an accurate look at the performance of an employee when rating their overall
performance hence being one of the keyways of reducing or eliminating bias.
Through benchmarking and calibration, managers and supervisors of any organization
it’s useful for them to meet and deliberate why and how they rate performance hence ensuring
rate consistency in all departments. (Bol, 2011)
Also for managers to reduce the chances of bias, while making a judgment on the
performance they consider using ‘Goal completed, Goal Started’ rating scale instead of the
traditional ‘Exceeds Expectations, Meets Expectations’ rating scale.
Using automated or online performance management system in which appraisal templates
can be customized and built, and also an organization can maintain and update them. It is a
flexible and quick way of avoiding bias in the appraisal.
In addition, the use automated performance management software helps in monitoring the
ratings of performance evaluations done by managers and supervisors, which is not only helps in
fairness to employees appraisal but also useful in making business decisions based on accurate
results. (CRG emPerform, 2015)
Some of the implications of different types of change for the change manager
Most of the change management work is done by managers, senior leaders, and
supervisors in an organization. The change management is a discipline which involves ensuring a
smooth implementation of change with lasting benefits and also considering its impacts on the
organization and its people. A change manager facilitates the process of the change.

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For a happened change, it is unpredictable and uncontrollable in nature which is due to
impact of external factors like currency devaluation, political and social changes, which their
effects are unknown and cannot be controlled directly.
For a change manager, reactive change occurs due to response to a certain event, for
instance, increase or decrease in demand and supply of company’s service or products, response
to a serious crisis like stiff competition, technological changes, etc.
In an organization, implementation of a change can be due to prior anticipation by either
tuning or reorienting themselves in facing environmental pressures as an anticipatory measure.
Planned or developmental change which can be calculated involves organization
restructures, incentive system changes, team building and introducing employee welfare
measures are implemented aimed at how to improve current operational processes and
achievement of pre-defined goals.
For the purpose of forming a healthier and robust system in an organization, an
incremental change which happens at subunits or micro level can be implemented through
learning from own experience and creating an adaptive mechanism in order to achieve targeted
organizational goals.
Due to competitive pressures, an organization can need an operational change which
more focused on improvement of quality or service delivery. (Thought Leadership, 2018)
Management style change is an example of a strategic change in an organization which
affects various organizational components and strategy and its overall performance.
Due to rapid changes in governmental policies and control or increased competitive
pressures can necessitate the implementation or execution of directional change.
In the case of a volatile business environment, productivity decline or leadership failure
may lead to having a fundamental change in order to redefine the vision/mission of an
organization.
Business failure in the long-term, a total change can be required for the purpose of
aligning the vision of an organization with its strategy, business performance and, employee
morale and also commitments. (Juneja , 2014)
LIRN-based research and, internet learned outcomes are applied to management,
leadership, or any decision-making position.
For any organization, the top leaders and managers are the one responsible for making decisions.
They control, coordinate, plan and give directions in the business operations of an organization.
This ensures the effective and efficient running of operations in the organization aimed at
achieving its organizational goals and objectives. It is the work of the management in an
organization to make fruitful decisions aimed at improving the organizational operations and
activities. The management is responsible and accountable in case of business failure.

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References
Bol, J. C. (2011). The Determinants and Performance Effects of Managers' Performance Evaluation
Biases. 1549-1575.
CRG emPerform. (2015, May 08). How to Avoid the 5 Most Common Employee appraisal Biases.
Retrieved from CRG emPerform: https://employee-performance.com
Juneja , P. (2014). Different Types of Change. Change Mangement, 45-78.
Thought Leadership. (2018, November 08). What is Change Management and How does it work?
Retrieved from Thought Leadership: https://www.prosci.com