Organizational Change Management Essay 2022

Running head: LITERATURE REVIEW
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Organizational
Change Management
Essay
Student
8/24/2019

LITERATURE REVIEW
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Literature Review
Organizational change management is a framework of managing and changing the
structure of the organization according to the external factors. To perform effectively and
maintain its position in the market, many organizations, are today adopting the strategies of
change management. In this essay, literature review has been done to provide a brief description
about “Organizational change management, different factors that drivers of organizational
change, its implementation by mangers and common causes of resistance by drivers. Beside this,
discussions have been done over a company, which has undergone successful organizational
change. The literature review is provided below.
Significance and Role of Human Resource Development as an agent of organizational
change management
According to Teresia Njoki Muchira and others, (2015), change has become an integral
part of the companies that are operating in the competitive business world. To retain a powerful
position and gain a competitive edge over other companies, today many companies are making
modifications not only in their operations but also in their marketing strategies. It can be stated
that globalization and the emergence of advanced technology in the commerce industry have
attributed to the constant changes. Various companies have adopted such changes in their
corporate culture and now they are implementing them in the operations process. However, the
author indicated that the agent or the workforce, who direct the companies in conducting the
alterations effortlessly, could bring such organizational changes (Muchira & Kiambati, 2015).

LITERATURE REVIEW
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In the organizations, the change-makers facilitate modifications by adopting Kurt Lawn’s
three steps change and Kotter’s eight stages model. In the article, Teresia Njoki Muchira has
highlighted the significance of Human Resource Development, who promotes and facilitates
transformation and development in an organization. The author has provided a brief description
of the role of HRD during the organizational change management and highlighted various skills
and abilities required by them. He concluded that every organization requires change agents as
the saviour and guider who expose the new methods to the employees and initiate changes in an
organization (Muchira & Kiambati, 2015).
Aim: The main objective of conducting the discussion, is to cover the topics, which are related
to organizational change management, where the base of the topics will be highlighted through
the following questions:
Internal and external factors that drive organizational change
Various factors influence and accelerate changes in the operations of the organizations.
Such internal factors bring transformational changes in the organization. To understand the
effects, Rana Tahir Naveed and others (2017) conducted the study, in which nine different
factors have been utilized to measure organizational change. In this article questionnaire-based
survey has been conducted over 380k bank manager. Through this article, author concluded that
process, different approach, behaviour, managerial structure, and modern technology are the
major factors that have led to the revolution in an organization (Naveed, Jantan, Saidu, & Bhatt,
2017).
Another research was conducted, where authors Dobrovič Ján and others (2017) had
stated that developments and transformation in an organization influence the productivity,
growth and the stability of an organization. The foundation of the article is based on various

LITERATURE REVIEW
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kinds of issues that are faced by the organizations due to fluctuations and the changes occurring
in the environment. Dobrovič Ján undertook a survey where he analysed the factors, which are
affecting the revenue of the companies (Ján & Veronika, 2017).
However, changes can also generate positive outcomes. In the research, Nicolae Bălcescu
concluded that transformation is a procedure of adapting the external conditions, which are
undergoing along with the growth and development of the organization, which can be positive.
He further indicated that such changes have brought advanced technological development, which
has helped the company in improving its performance (Bălcescu & Blaga, 2016).
Role of senior management and line manager’s in facilitating and implementing change
In the research, the authors RobF. Poell and J.Van Der Krogt (2014), have discussed
about learning network theory, where he has highlighted the role of the mangers in initiating the
changes in the organizations. The review of a case study has been provided in the article in
which the authors have focused on the efforts of managers who have introduced new methods
through the learning programs thus promoting and improving the skills of the employees (Poell
& Van Der Krogt , 2014).
In an organization, middle-level managers and line managers play a crucial role in
organizational change. According to Ryan L.Engle and others (2017), middle managers act as a
protagonist who trains and nurtures the skills of the employees. He brings innovative practices
into the system and bridges a gap between the senior leader and staff. To gain more insight
regarding the middle-level managers and their direction, authors had collected the qualitative
data from 17 different experienced medical centers, which have high and low probability to
modify organizational practices. It was identified that in the organization change management 14
emergent themes has guided to analyse the behaviour of the middle managers while facilitating