Change Management

Change Management 0
Title: Change Management
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Change Management 1
Contents
Introduction......................................................................................................................................2
Individual and Organizational Change Management......................................................................2
Conclusion.....................................................................................................................................11
References......................................................................................................................................13

Change Management 2
Introduction
The concept of Change Management is very wide and deep. Over the years, several
disciplines have studied and analyzed the process of change, therefore there exist many
approaches to it, and they vary significantly. Changes are experienced in every walk of life; these
may be big or small. Also, these changes have the power to influence their lives. This influence
can be computed on the basis of its smoothness and adaptability. In simple words, Change
Management is a systematic approach that ensures successful implementation of the changes.
Sometimes the process of change is short and simple, and other times it may be long and
complex. Many behavioral scientists and psychologists have studied change management.
Basically, change management is a discipline that provides guidance regarding the preparation,
adoption of the required changes. Every change is unique in itself, however; the individual
change can be very well impacted by some actions and strategies. Change management provides
a systematic road for the individuals who move from their present state to the desired state. The
process of change needs support and guidance that the change management provides.
Individual and Organizational Change Management
In general, there are two types of change management- Individual change management
and organizational change management. It is in the nature of humans to resist change, but after a
point of time, they accept it (Bailey and Raelin, 2015). In Individual change management, it is
important to understand the way people experience change and what is it they need to go through
that change. Further, it is about knowing what will help people going through the phase of
transition successfully. It can be either a motivational speech or a pep talk from the loved one.
The strategy is to figure out what do people need to hear and from whom. It is important to
figure out the right time to teach a new concept or a new skill, make people comfortable with the

Change Management 3
new change and the changes that are easy to grasp (Finch, 2012). For the successful
implementation of the Individual change, people look for help from the various frameworks
provided in disciplines like psychology, behavioral science, neuroscience, etc.
Individual change does not mean that there is a single person involved rather it is
managing one person at a time and not as a group. People who belong to the same
group/department or have a similar set of skills, responsibilities and are facing the same wave of
change can be handled. It is managing change at a small-scale i.e. a single employee or a group
of employees and not the whole organization. Going through the change has always been
difficult because it requires alteration of the existing habits (Blokdijk, 2012).
There are several theories that can be used in the process of managing individual change.
One is the Social Cognitive theory that can be implemented to deal with individual change.
According to this theory, people are greatly influenced by their experiences, interactions, and
observations (Gigliotti et al., 2018). If the individuals believe in themselves and perceive that
there is an incentive for their efforts at change, they will readily go through the transition. This
theory states that individuals weigh their consequences before adapting to a change or behavior
(Wooding, 2013). Therefore, if they are conveyed that their cooperation in change will help them
in the long run, the process of change management will be smooth and easy.
In my personal experience, this particular model is of great significance. During my time
in an organization, the top management went for the social cognitive approach to deal with the
change regarding new software. However, it is very predictable that employees are resistant to
change. So, the strategy used by our leader was quite commendable. He took a group of six
people at a time and had an interactive session. In that session, we were asked about our goals,