Organizational Change Management Models

This assignment delves into the realm of organizational change management. It examines various models, tools, and techniques employed to facilitate successful organizational transformations. The content explores different perspectives on change management, including its role in organizational development and the challenges associated with implementing change. Students are expected to analyze and understand these concepts, demonstrating their comprehension through a critical evaluation of the provided resources.

RUNNIG HEAD: MANAGEMENT OF CHANGE 1
Essay on Management of Change
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Management of Change 2
ESSAY ON MAANGEMENT OF CHANGE:
Resistance to change at a workplace is a normal phenomenon that takes place in every
organization. It generally occurs because of bad decision made by the management. In the era of
changing external business environment, Resistance to change is an inevitable exercise practiced
by the employees. Acceptance of changes in an organization is tough for the employees. One of
the most common problems faced by the business is employee resistance to change (Armenakis
and Harris, 2009). The resistance to change generally takes place in different ways that
constantly affect the organization. It takes in number of ways like an increase in employee
turnover, constant argument, resentment, slowdown strikes etc. These changes are affecting the
organization on a long run affecting the process of growth. It is tough for the organizations to
implement a change. These are important ways for claiming the amount of changes taking place
in the business environment. Furthermore, the organizations have a fear of meeting the output
due to difference in transformation and its management techniques. The organization is failing to
meet the expectations of people working in an organization (Arnold, 2015). This is in contrast
with the organization and its purpose of getting things done. Resistance to change occurs due to
the change. Change is the basic necessity in an organization in order to get things done. It is a
usual activity that causes dilemma in attaining the vision of the organization. Due to this,
employees tend to adhere to the existing business atmosphere rather than doing unidentified.
Some of the employees time after time resist to the progression that can have some negative
effect on the organization. All this affect the organizational output amid the employees affecting
the bottom line. This bottom line in the organization is affecting the organizational growth.
Changes are inevitable in nature. The purpose here is to accept the changes in order to meet the
target. Any alteration in the level of the efficiency directly affects the organizational growth on a
long run (Bargal and Schmid, 2012). All These changes have a wide-ranging impact on the
employee morale. An employee having a negative attitude to the change is difficult to be
managed for a longer time-period. Changes are disorderly to the work environment of an
organization. The process of resistance can change the overall process of managing change.
Employees spending excess time focusing on resistance pay less focus on daily tasks associated
with their jobs. The Changes to an organization is difficult task to gain productive results. The
resistance to change create difficulty in balancing the activities (Benn, Dunphy and Griffiths,

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2014). When an employee resists change, they may feel less positive and confident about their
professional future with the organization. Employees should focus on managing the daily task.
However it is important to understand that Change is an anticipated part of business. It is
tougher process for some whereas for some it is difficult. This specifically creates problem in
implementing change in an organization (Boonstra, 2008). Managing resistance to change is
challenging for end number of reasons. There is a necessity to manage the organization in order
to gain effectiveness. Employees have realized importance of change management in an
organization or want a change and resist publicly, verbally, and argumentatively. Those who are
not willing to adopt the changes create a tough situation for the company. This may create a need
for confrontation and conflict. Employees feel bumpy with the changes introduced and resist.
This is due to their nature to accept the changes as prescribed by Lewin Kurt in the change
model. It takes time to adopt the changes in accordance with the needs(Douglas,2011).
Power is one of the central forces governing the organisational changes. It has become
vital for the business organization to manage the changes. Power is an essential force looking
after the basic necessity an individual looking after the changes in an effective way. The leaders
in an organization are seen as a driving force to meet the changes(Thomas and Hardy,2011).
Organizational group plays an important role in organizing research in a better way. The purpose
is to see the organization as a political arrangement. There are certain level of disputes in the
organization creating a need to implement an effective change management and development
process. Any dispute at the time of introducing change is disruptive for the organization
(Cameron and Green, 2015). There is an increase in number of political issues in the centre of
the organization. This is important to understand the changes and to implement them in an
effective way. The concept of new organization is to implement the changes from the beginning.
It is related with redefining the process in order to gain effective results. The only purpose here
is to implement the changes without any dispute. The purpose here is to manage the goals
alternatively. Power has a direct impact on implementing the changes in an organization (Chao,
Lee and Ling, 2012). Change is an important part in an organization irrespective of its size. The
entire role here is to manage the growth in congruence with the employee and organizational
interest. Changes can be in any form depending upon the organizational needs. It is tougher for
the business organization to manage the changes in case excess resistance. These changes

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directly affect the morale of the employees; it is the duty of the employer to create a sense of
security in the mind of the employees. For the reason, the manager has to indulge himself at the
time of implementing change. It is the duty of the manager to look after the interest of each and
every employee (Chao, Lee and Ling, 2012). It is important to notice that the problem arises due
to lack of communication in between the employees and the management. This directly affects
the morale of the employees and creates issue with both the recruitment and retention process.
Thus, in order to gain competencies, it is important to manage the changes on daily basis. All
This has a direct impact on the daily efficiency and output of the employees (Goetsch and Davis,
2014). It has a potential to reduce the level of competence unswervingly affecting the
organizational growth and management. It is important to find out a way to spend time focusing
on factors contributing in resisting the changes taking place in the workplace. In case of
introducing a change, the employees become less focused on daily tasks connected with their
jobs. It is moreover difficult to coordinate changes due to concentration of power in the hand of
few. This creates difficulty in meeting the results in order to gain productive results. These
Changes are difficult for the individual in order to develop effectiveness (Hayes, 2014).
Employees not in favour tend to create a negative atmosphere in the employees. There is a
continuous unrest among employees. However at times, the change is implemented smoothly
without any unrest among employees. The problem only arises when any group in an
organization is against the changes. In such a situation, it is difficult to manage the changes in a
better way. There are general ways to mitigate the negative effects of resistance. The changes are
introduced to foster effective growth and management(Dolan and Bao,2012). By stating the
problem in this way, the organization can overcome the dilemma. Change sometimes occurs
under the coercion and influence the people. The organization sees a direct impact on the
authority and rules in theta influence the employees. The process of Change management is
taking place in different shapes bin an organization. The only purpose behind incorporating a
change is to practice to deal in a challenging situation. The organization is failing to meet the
expectations of people working in an organization. This is in contrast with the organization and
its purpose of getting things done (Huczynski and Buchanan, 2010).
The difficult part in an organization is to introduce change. There is no single way to
implement a change in an organization. The most important part in an organization is to gain

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competency by implementing effective changes. This is only possible by coming up with
different change management theories. These theories will help in implementing the changes in
the best possible way (Jones, 2010). The change model govern By Kurt Lewin provides with
information related with implementation of change in three steps. This allow the managers to
coordinate the changes in a well and appropriate way. Power in such a situation is important to
be managed in order to organize the situation. Any threat and punishment given to the employees
creates unhappiness among the employees (Palmer, Dunford and Akin, 2009). Changes cause
ineffectiveness and disrupt the functioning. In this situation, it is important to find out an
effective way to resolve the problems occurring due to change. Participation is important for
allocating the changes in an effective way. This exercise helps in managing the changes at a
regular interval and creates problem at the time of its implementation. The role of power is
important to an organization at the time of implementing a change. Power is important to
influence people in the organization to adopt the change. It is an important activity to include
changes in the functioning (Storey, 2007). Continuous resistance to change is disruptive for the
organization. This is because of the problem that occurs due to imbalance in achieving the
directed goals. The power is important to an organization in placing things in order to implement
changes. These directives are important at the time of introducing changes. The primary focus
here is to understand the organizational strength and weakness and implement it thereafter. Some
of the employees time after time resist to the progression that can have some negative effect on
the organization (Organisational development & design explained .2017). Employees generally
argue about an implementation of change. The proposed changes to an organization are
disruptive. In order to implement changes, it is important to introduce motivational factors.
These factors will help in implementing changes on a long run. Leaders have to come up with an
effective strategy in order to overcome with the challenges. These are important to manage the
changes in an effective way. This is important to manage the changes in the best possible way by
introducing a positive technology(Erkama,2010). A leader has a responsibility to advocate plan
to put into practice in order to implement change that will benefit the organizational goals,
matter, or a larger group in an ethical way. The Change management occurs at various levels
linking both political and ethical considerations. It is however important to include the concern
in order to introduce change in a better way. This is possible to remind the need to seek

Management of Change 6
contribution and assure commitment on a regular basis. The leadership is important for an
organization (Weiner, 2009.).
To conclude, resistance to change requires a balance between constancy and change. It is
the basic requirement of the leader to introduce the changes to generate an environment where
employees are free to express thoughts. It is evident from the point of view of an organizational
growth to develop a transparent process. This helps the employees in achieving the target by
incorporating an effective way. The process of change management is crucial for the
organization in meeting daily targets. This is important enough to organize the policies in
accordance with the changes taking place in the organization. Changes are frequently
implemented in a technology based companies. It is due to rapid change in the technology that
makes it clear to organize the changes accordingly as per the market requirements. They have to
work according to the market pace. This creates difficulty in implementing the changes.
However from the point of view of an organizational growth, it is evident to implement changes.
For the better future, it is important to manage the changes. The change management policies are
important to manage the changes through an extra effort. Changes are inevitable in an
organization in order to develop an effective organizational environment. Hence, for an
organization it is important to manage the changes.
References
Armenakis, A.A. &Harris, S.G., (2009). Reflections: Our journey in organizational change
research &practice. Journal of Change Management, 9(2), pp.127-142.
Arnold, P.(2015). The 5 greatest examples of change management in business history. Online.
Available at: http://www.managers.org.uk/insights/news/2015/july/the-5-greatest-examples-of-
change-management-in-business-history Accessed on: 3 October 2017

Management of Change 7
Bargal, D. &Schmid, H., (2012). Organizational change &development in human service
organizations.Routledge.
Benn, S., Dunphy, D. &Griffiths, A., (2014). Organizational change for corporate
sustainability.Routledge.
Boonstra, J. ed.,( 2008). Dynamics of organizational change &learning.John Wiley & Sons.
Cameron, E. &Green, M.,( 2015). Making sense of change management: a complete guide to the
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Chao,C., Lee,A. &Ling,G(.2012). Understanding OD &Its Role: A Think Piece on
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