Theories and Model of Change Management

Added on - 06 Jun 2020

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CHANGEMANAGEMENT,REGULAR CHANGEAND THE IMPACT ONEMPLOYEEENGAGEMENT
Table of ContentsCHAPTER - LITERATURE REVIEW...........................................................................................1Theme 1: Terminology of Change Management........................................................................1Theme 2: Theories and model of Change management..............................................................3Theme 3: Impact of Change Management on employee Engagement........................................7Theme 4: Advantages and disadvantages of Change management...........................................10REFERENCES................................................................................................................................1
CHAPTER - LITERATURE REVIEWTheme 1: Terminology of Change ManagementAccording to (Mahmood, Idris and Omar, 2017), change management plays an importantrole in organisation as it helps the firm in managing regular innovation and creativity in businessfunctions. It helps the management in establishing control over practices which requires regularchanges. The author believes that change management is generally done for company’s productsand services. Demand for goods and services keep changing according to market trends.,therefore, it is importance for the enterprise to manage these fluctuations by involving imployeesin changes. It is the only thing which revolves around profits and loss of the company. Apartfrom this, according to author it is important for the entity to implement continuous changes inbusiness operations for enhancing brand value and reputation. As per the views of (Jones,Aguirre and Caldderone, 2004), managing changes is the process handled by system thinking inwhich the employee resistance and engagement plays an important role against business goalsand objectives. The motive of change management is to implement strategies which can help thefirm in controlling changes, establishing creativity and promoting employees engagement. Thewriter states that change management is a mechanism which helps the firm in adapting regularchanges of internal and external environment. According to author, the most effective way toimplement change is communication because it is the strategy which helps the management inboosting employee’s morale which helps in seeking their participation in change activities. Levy,2018, has stated that change management is the program which helps the organisation facingchallenges of business and business environment. The scholar believes that communication is aneffective strategy of managing change because it assists in analysing all the loopholes andproblems of employees. It is important for the enterprise to make use of effective strategies, planand system thinking in order to promote employee’s engagement. Further, there is changemanagement checklist which aid the company in creating simple plan for managing changewhich comprise, defining of goal's and vision, determination of strategies to make changes andpromoting employees engagement for enabling communication and engaging stakeholders. Thescholar believes that for managing change, it is important for the entity to focus on creatingawareness, encouraging participation, providing knowledge, determining behaviours and interestof employees. Thus, as per the views of author change management of an organisation should beintegrated plan which includes decision making and effective program design.1
However, (Bakari, Hunjra and Niazi, 2017), has stated that there are different models ofchange management which helps the management of company in managing its change plan.According to scholar system thinking is the best way of complementing transformation inorganisation as it a systematic approach to manage changes. In accordance, there are 10principles of change management which helps the organisation in implementing safe andeffective change in business operations. In accordance to principles, the foremost priority ofenterprise is to address employees’ issues which arise with change because individuals startlosing their interest in work with change in job functions. This states that every employees wantsto function according to comfort and not with change therefore the ultimate duty of managementwhen implementing change is to develop leadership qualities among people to deal with changes.Second priority of business is to start from the top as it aims at protecting interest of allemployees during the change. Apart from this, when implementing change, it is important for anenterprise to involve every layer of firm in designing process. Involving every individual inalternation process helps the firm in reducing the change of internal conflicts andmismanagement. In contrary, as perHow Does Change Affect Employee Engagement?2015,creating ownership is the process which helps the management in implementing changes verysmoothly. In this, the organisation aims at making leaders to employee who are willing to beresponsible for managing changes. Herein, the firm enables monetary and non-monetary rewardsto workers which are the best tactics to boost morale and making them resist to alterations.Furthermore, communicating about the change plays an important role in effectiveimplementation plan because interaction is the key driver which helps the firm in analysingvarious problems which arise at the time of implementing changes. Moreover, it is effectivestrategy to derive solutions. Apart from this, ascertaining cultural landscape, helps themanagement in analysing speed and intensity of alternations. Ascertaining landscape formanaging changes with the help of employees behaviours and attitude . Apparently, analysingworkers’ behaviours and attitude to alteration in order to make successful changes. Therefore, inaccordance to viewpoint of scholar, evaluating feeling of employees involved in changemanagement process is important because it is the strategy which helps the management inconnecting with all workers which is the best way to encourage staff participation in adapting tochanges. In contrary, Hornstein, 2015, has stated that during change management, employees arethe individual who get majorly affected by changes therefore analysing the feelings of employees2
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