Change Management: Literature Review and Critique

Running head: CHANGE MANAGEMENT
CHANGE MANAGEMENT
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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