This document provides an analysis of change management in organizations. It discusses the framework of organizational change management, two workplace changes experienced by the author, activities performed by a human resource professional, research on employment laws, and the forces driving changes. The document also includes relevant references.
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Running head: CHANGE MANAGEMENT ANALYSIS CHANGE MANAGEMENT ANALYSIS Name of the Student Name of the University Author Note
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1CHANGE MANAGEMENT ANALYSIS Introduction Organizational change management or OCM is considered to be a major framework that helps in the proper management of the effect that business processes, changes in the culture and structure of the organization have on the employees. The employees are considered to be an important part of the organizational change management based process. The issues that are faced by the employees or customers of the organization need to be addressed with the help of proper organizational change management process (Agote, Aramburu & Lines, 2016). 1. Identification of two different workplace changes experienced by me The two major changes that have been experienced by meas an employeeare, change that has taken place in the organizational structure from hierarchical structure to flat structure and the change in leadership of the organization. The human resource professional will be able to play a major role in the ways by which structural changes can be implemented within the organization (Al-Ali et al., 2017). The changes in the leadership process will be implemented with the support that is provided by the human resources professionals. The workforce will be managed in an efficient manner by the human resource based professionals in order to develop the operations accordingly. The HR professional will be able to align the vision and mission of the organization with the changes that have been implemented (Al-Haddad & Kotnour, 2015). 2. Activities performed by me as a human resource professional The employees of my organization have been affected in a huge manner by the changes that have been implemented. The positive reaction based on implementation of changes is related to the increase in levels of revenues. The negative reaction that can be provided by the organization based on the implementation of changes is the resistance that is provided by the
2CHANGE MANAGEMENT ANALYSIS employees due to the fear of the results related to change implementation. The global business based landscape has led to the increase of relevance and need for the proper implementation of changes (Alvesson & Sveningsson, 2015). The changes are sometimes implemented for the purpose of survival of the organizations and sometimes they are applied for progress of the organization. The concept based on change management has been able to attract different organizations that wish to maintain their positions in the industry. The proper functioning of the modern organizations is mainly based on the ways by which change management is implemented (Binci, Cerruti & Braganza, 2016). The internal environment and the external environment of the organizations are able to affect the change management based process. The different researches that have been made are able to adapt to the changes that take place in the operations and the structure as well. The levels of competition have started increasing and have a major impact on the change management process. The change based concept is mainly based on the ways by which the organizations are able to adopt new processes in order to maintain their operations in the industry for a longer period of time (Cameron & Green, 2015). 3. Research based on employment laws The Alberta Employment Standards will be implemented by the organization in order to maintain the changes in organizational structure and leadership that has taken place in the workplace. The laws that are a part of the employee standards can be applied in an effective manner in the organizational operations (Albertahumanrights.ab.ca. 2019). 4. Selection of the force that drives the changes The force that has been able to drive the changes within the organization is based on the which the levels of complexity in the organization can be reduced. The reduction of complexity is possible with the proper development of a flat structure. The vision that has
3CHANGE MANAGEMENT ANALYSIS been formed by the organization can also be changed in order to align it with the proper implementation of the changes (Binci, Cerruti & Braganza, 2016). Another major force that is able to drive the changes that have taken place in my organization is related to the increase of competition in the industry. The increasing competition requires proper implementation of the changes and proper collaboration of the employees as well. The leadership change is thereby entirely driven by the change that have taken place in the demands in the industry. The two forces have been able to drive the implementation of changes in my organization (Alvesson & Sveningsson, 2015).
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4CHANGE MANAGEMENT ANALYSIS References Agote, L., Aramburu, N., & Lines, R. (2016). Authentic leadership perception, trust in the leader, and followers’ emotions in organizational change processes.The Journal of Applied Behavioral Science,52(1), pp.35-63. Al-Ali, A.A., Singh, S.K., Al-Nahyan, M., & Sohal, A.S. (2017). Change management through leadership: the mediating role of organizational culture.International Journal of Organizational Analysis,25(4), pp.723-739. Albertahumanrights.ab.ca.(2019).Retrievedfrom https://www.albertahumanrights.ab.ca/Documents/HR_in_AB_viewonly.pdf Al-Haddad, S., & Kotnour, T. (2015). Integrating the organizational change literature: a model for successful change.Journal of Organizational Change Management,28(2), pp.234-262. Alvesson, M., & Sveningsson, S. (2015).Changing organizational culture: Cultural change work in progress. Routledge. Binci, D., Cerruti, C., & Braganza, A. (2016). Do vertical and shared leadership need each otherinchangemanagement?.Leadership&OrganizationDevelopment Journal,37(5), pp.558-578. Cameron, E., & Green, M. (2015).Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.