Change Management in Organizations: An Annotated Bibliography

This annotated bibliography focuses on the sustainability challenges faced by organizations and the change management strategies they undertake to sustain in the competitive market. It also highlights the role of management in mitigating workforce-related issues during change implementation.

Running head: CHANGE MANAGEMENT IN ORGANIZATIONS
CHANGE MANAGEMENT IN ORGANIZATIONS
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Annotated bibliography of two articles
Millar, C., Hind, P., & Magala, S. (2012). Sustainability and the need for change:
organisational change and transformational vision. Journal of Organizational
Change Management, 25(4), 489-500.
Synopsis of the article
The article “Sustainability and the need for change: organisational change and
transformational vision” by Millar, Hind and Magala (2012) focused on the sustainability
challenges that are faced by the organizations. The change that is being undertaken by
the organizations are based on the objective of organizational sustenance in the diverse
market conditions. The findings of the research portray the manner in which the short
term priorities of the organizations related to the financial gains are balanced by the
implementation of strategies that would support the long term aspirations of continuous
growth in the business processes. The paper aimed at portraying the overview of the
sustainability of the organization through an enumeration of the different policy reviews.
Millar, Hind and Magala (2012) stated in the article the different dimensions of the
change that is undertaken by the diverse firms in order to pursue their specific is
dependent on the analysis of the needs of the business in order to sustain in the
competitive market situations. The bottom line mentality of the leaders often affects the
proper functioning of the business processes. However, the long term aspirations of

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sustainability in the market and retaining the brand image of the same has helped
organizations in undertaking he process of evolution as per the market demand.
Example
The technological innovations that were undertaken by the organization, Nokia,
has helped in the development of the market value gradually after the organization lost
its market value completely. Nokia was already under a partnership with the networking
equipment manufacturer Siemens. Thereby the organizational management team of
Nokia realized that the networking equipment business could offer the organization with
better opportunities for the growth of the business. However, the change that was
undertaken by the organization due to its short term objective affected the sustainability
of the business as the business exited the market in 2014 (Laamanen, Lamberg &
Vaara, 2016).
McKay, K., Kuntz, J. R., & Näswall, K. (2013). The effect of affective commitment,
communication and participation on resistance to change: The role of change
readiness. New Zealand Journal of Psychology (Online), 42(2), 29.
Synopsis of the article
McKay, Kuntz and Näswall (2013) stated in the research that involvement of
management in the organizational progress and thereby mitigate the workforce related
issues would have helpedin the efficient functioning of the businesses. The readiness to
accept the change in the processes of the workforce will be supported through the

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involvement of management of the organization to negotiate on basic terms with the
employees. The research enumerates the different methods that might be undertaken
by the management like communication and negotiation with the employees in order to
support the change readiness. The commitment of the organizational management and
inter- trust factors between the organizational management and the employees helps in
maintaining the efficient implementation of the change in the processes of the business.
The study enumerated the different factors and steps through which the organization
might take steps to enhance the involvement of the workforce on the change processes.
The proactive reaction of management to the resistances offered by the employees and
thereby persuading and convincing the same to support the processes of the business
helps in maintaining the efficacy of the change impositions. Management’s engagement
in maintaining different positive relations of the organization has helped in maintaining
the efficacy of the change implementation.
Example
The implementation of the automated technologies in the Common Wealth
Bank’s accounting systems was undertaken by the business in order to reduce the
effect of scams and fraudulent activities. However, there were active resistances that
were raised from the end of the employees due to their fear of losing their employment
with the change in the processes of the business (Lindley, Jorna & Smith, 2012).
However, the organization undertook efficient communication techniques in order to
reach out to the employees and reassure them that they would be posted in different
departments, which might require the involvement of the human workforce. The efficient
communication with the employees has helped the business in maintaining the

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efficiency of the organization through the sage implementation of change in the
processes.

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References
McKay, K., Kuntz, J. R., & Näswall, K. (2013). The effect of affective commitment,
communication and participation on resistance to change: The role of change
readiness. New Zealand Journal of Psychology (Online), 42(2), 29.
Millar, C., Hind, P., & Magala, S. (2012). Sustainability and the need for change:
organisational change and transformational vision. Journal of Organizational Change
Management, 25(4), 489-500.