Change Management: Literature Review and Critique

This literature review focuses on the identification of the manner in which Transformational change can be brought about in the systems of the business as per the market needs. The critique on the literature review highlights the importance of managing resistance to change, involvement of workforce, and leadership style in determining the change in the structure and performance of the business.

Running head: CHANGE MANAGEMENT
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Name of the student
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1. Literature review
Organizations undertake changes to determine the progress in the markets and thereby
sustain their businesses. McAfee et al. (2012) stated that the change that is undertaken by the
organizations are often challenged by the workforce. On the other hand, Cameron and Green
(2015) argued that the determination of the market situations challenges the transition that the
organization plans to undertake for ringing in improvements in the performance of the business
in the market. The different key element of the change that is undertaken by the business is
dependent on the determination of the needs of the organization to bring in alteration in the
situation of the business firms in the market.
The major theme of the review is based on the identification of the manner in which
the Transformational change can be brought about in the systems of the business as per the
market needs. Transformational change in the organization is based on the proper reasoning of
the change in the market structure. The identification of the needs of the customers of the
business helps the same in enumerating the various aspects of the transformation and thereby
reasoning out the capabilities of the organization to cope up with the transitions.
Pardo-del-Val, Martinez-Fuentes and Roig-Dobón (2012) stated that the urgency for
bringing in the change in the structure and the processes of the business is often challenged by
the workforce and the other stakeholders through the enumeration of the risks that might affect
the organization. However, Kaufman (2017) stated that the challenges that are faced by the firms
while bringing in the changes helps in redesigning he change to avoid the different uncertainties
that might be faced by the business through the transition. Therefore, the challenges that are
faced by the organization have helped in determining the variable factors that affects the
sustenance of the business as per the change in the market trends. The capabilities of the

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organization and the basic attributes of the structure of the same helps in boosting the innovation
that is planned by the organizations to bring in the change in the situation of the business.
Bareil (2013) stated that the change in the structure and the functioning of the business
is based on the knowledge of the change agent and the manner in which the change will be
affecting the systems of the organization. Pardo-del-Val, Martinez-Fuentes and Roig-Dobón
(2012) stated that the change agents helps the business through the influence that is created by
the same on the workforce. On the other hand, Bloom and Crant (2014) stated that Building
strategic relationship with the other collaborators of the business helps in analyzing the pros
and cons of the transition for the business and the manner in which the alteration will be
affecting the businesses growth in the international markets. Kuipers et al. (2014) argued that the
determination of the needs of the organization and the analysis of the financial and the
operational capabilities of the organization helps in justifying the change based on the urgency
faced by the business firm.
Diagnosis of the needs of the organization to undertake the change is the ever first steps
of the change management model that is proposed by John Kotter. According to Pulakos et al.
(2015), the change that is being planned by any organization must be subjected to an urgency for
the change that is felt by the organization. However, the urgency for the change can be facilitated
only when the organization determines the need for it to undertake the modification in the
processes. The progress that is planned by the organization helps in determining the change in
the structure and the performance of the business in the market. Nordin et al. (2012) stated that
the diagnosis of the needs of the organization to bring in the change justifies the pathway that the
organizations might take to facilitate the change for enhancing the functions of the business firm.
Matos Marques Simoes and Esposito (2014) argued that the diagnosis of the type of change that

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is favorable for the organization helps in enhancing its performance in the international markets.
Greiner’s Growth-Model helps the managers of the organization to identify the different
prospects of the change and the manner in which the change can be brought about in the
organization through the different variables. Bloom and Crant (2014) stated that the
determination of the organizational needs is facilitated through the analysis of the type of change
that is required to be taken by the organization.
Figure 1: Greiner’s Growth-Model
(Source: Nordin et al. 2012)
The change that is planned by the organization is exposed to various resistances from the
stakeholders of the organization and the employees who feel that the transition might bring the
organization and their job role to different uncertainties. However, McAfee et al. (2012) stated
that the management of the resistances helps the organization in bringing in the transition and
thereby sustain their business in the market. Kaufman (2017) stated that management of the

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resistance that is faced by the organization while implementing the change depends on the
identification of the root cause. The identification of the root cause helps in determining the
resistance and the manner in which it can be mitigated. According to Kuipers et al. (2014)
Negotiation is one of the most favorable methods that helps the organization in mitigating the
resistances that are faced by the organization while bring in modifications. On the other hand,
Appelbaum et al. (2012) argued that management of the resistance to the change helps the
organization in bringing forth improvements in the performance of the business.
Transformational change that is undertaken by the organizations is dependent on the
determination of the varied aspects of the improvements in the system and the performance of
the business. Pardo-del-Val, Martinez-Fuentes and Roig-Dobón (2012) stated that the change in
the culture of the organization might bring in improvements in the systems of the same but also
affect the smooth functioning of the workforce towards the corporate goal. Transformation in the
business activities and the type of leadership helps in examining the key features that affects the
execution of the functions planned by the business. Alternatively, Kuntz and Gomes (2012)
stated that leadership plays a major role in determining the performance of the business as per
the change in the trends in the market. Bareil (2013) stated that the build up on the high
performance teams has helped in determining the changes that is planned by the business as per
the improvement objectives of the business. On the other hand, the facilitating of the training
programs by the business helps in developing the capability of the workforce for consistent
and smooth functioning of the business in the market.
Pardo-del-Val, Martinez-Fuentes and Roig-Dobón (2012) stated that the high
performance teams helps the organization in facilitating the transformation in the processes
through the efficiency in the work and the skills of the same. Leadership style helps

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organizations in enabling the transformation in the culture of the business. The style and
approach of leadership helps in determining the smooth functioning of the business in the
market. Smith et al. (2012) has stated that the objective of the organization and the corporate
goals of the same helps in determining the approach of leadership that is applicable for the
proper functioning of the organizations in the market.
The strategies that are undertaken by the organizations help in determining the change in
the systems and the performance of the business in the market. Hughes and Wearing (2016)
stated that the development of the organization is based on the formulation of the strategies that
affects the performance of the organization. The strategies that are undertaken by the
organizations are based on the capabilities of the same and the market trends that affect the
business circles and evoke the urgency of undertaking the change. Pulakos et al. (2015) argued
that transformational change model of organizations help in determining the easy flow of the
business’s proceedings to bring in improvements in the systems.
According to Pardo-del-Val, Martinez-Fuentes and Roig-Dobón (2012), the
transformational change that is planned by the organizations are based on the three phases-
Engage, feedback and socialize. The key element of the change that is planned by the
organizations depends on the social acceptance. Bareil (2013) stated that the change that is
planned by the organization is based on the needs of the society and thereby the change that is
considered by the organization must be compatible with the needs of the people in the society.
Kuipers et al. (2014) stated that feedback helps in determining the needs of the customers and
helps the organizations in determining the urgency of the change. On the other hand, Hon,
Bloom and Crant (2014) stated that the sociable nature of the change is based on determining
the sticking on to the change concept that is considered to be last phase of Kotter’s change

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management model. The engagement of the organization in the change and through the
determination of the needs of the customers helps the same in bringing forth innovations in the
systems of the business firm. Kaufman (2017) stated that the change in the performance of the
organization could be initiated through the determination of the needs of the customers. The
determination of the needs of the organization helps in bringing forth modifications as per the
needs of the customers. The functional areas of the change by the organization depend on
determining the needs of the customers. On the other hand, Matos Marques Simoes and Esposito
(2014) stated that the transformational change that is planned by the business depends on the
determination of the needs of the customers and the market trend.
Figure 2: Transformational Change model
(Source: Nordin et al. 2012)
2. Critique on the literature review

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The resistance to the change is portrayed as a positive sign by Goetsch and Davis (2014),
but the impact of the same ion the change initiatives that are planned by the organization is
overlooked. Resistance to the change often creates havoc miscommunications that affect the
smooth functioning of the systems of the business. It affects the progress that is planned by the
business firms. On the other hand, the major determinants of the change are based on the
functioning of the management and their efforts to understand the needs of the customers.
However, Cameron and Green (2015) stated that the needs of the organization to make its
progress in the markets is backed by the capabilities of the organization to undertake the
modifications.
The proper functioning of the organization is characterized by the involvement of the
workforce in the change initiatives. The change agents play an important role in the change that
is planned by the organization. However, Doppelt (2017) stated that Leadership plays a major
role in determining the change in the structure and the performance of the business. The
leadership approach and style clearly states the criteria of the leadership and the manner in which
it affects the functioning of the organization in the system. Kotter’s change management model
focuses on the change processes that might be undertaken by e organization for the successful
implementation of the change in the structure of the business. However, the model fails to
identify the uncertainties that might be faced by the business while determining the change in the
processes. The determination of the risk factors helps the organization in managing the
resistances that might be faced by the organization while implementing the modification in the
systems of the same. According to Kuntz and Gomes (2012) the change management model
helps in the development of the organization but it does not helps businesses in determining the
risks that might be faced by the same while implementing the change. The transformational

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change model of the organization helps in determining the needs of the organization to grow as
per the needs of the customers. The determination of the feedbacks of the customers will be
helping the organization in determining the change in the structure and the performance of the
same. However, Appelbaum et al. (2012) stated that transformation in the process also requires
an analysis of the capabilities of the organization to undertake the transition. The determination
of the financial capabilities of the organization and the manner in which it affects the change is a
key element that affects the functioning of the business as per the needs of the customers.

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References
Appelbaum, S.H., Habashy, S., Malo, J.L. and Shafiq, H., 2012. Back to the future: revisiting
Kotter's 1996 change model. Journal of Management Development, 31(8), pp.764-782.
Bareil, C., 2013. Two Paradigms about Resistance to Change. Organization Development
Journal, 31(3).
Cameron, E. and Green, M., 2015. Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Doppelt, B., 2017. Leading change toward sustainability: A change-management guide for
business, government and civil society. Routledge.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Hon, A.H., Bloom, M. and Crant, J.M., 2014. Overcoming resistance to change and enhancing
creative performance. Journal of Management, 40(3), pp.919-941.
Hughes, M. and Wearing, M., 2016. Organisations and management in social work: everyday
action for change. Sage.
Kaufman, H., 2017. The limits of organizational change. Routledge.
Kuipers, B.S., Higgs, M., Kickert, W., Tummers, L., Grandia, J. and Van der Voet, J., 2014. The
management of change in public organizations: A literature review. Public administration, 92(1),
pp.1-20.

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Kuntz, J.R. and Gomes, J.F., 2012. Transformational change in organisations: a self-regulation
approach. Journal of Organizational Change Management, 25(1), pp.143-162.
Matos Marques Simoes, P. and Esposito, M., 2014. Improving change management: How
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Pulakos, E.D., Hanson, R.M., Arad, S. and Moye, N., 2015. Performance management can be
fixed: An on-the-job experiential learning approach for complex behavior change. Industrial and
Organizational Psychology, 8(1), pp.51-76.
Smith, P., Davies, C.A., Ogle, S., Zanchi, G., Bellarby, J., Bird, N., Boddey, R.M., McNamara,
N.P., Powlson, D., Cowie, A. and Noordwijk, M., 2012. Towards an integrated global
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