This article discusses the importance of change management in an organization, drivers of change management, and the scale and scope of change. It also highlights the reasons for change management failures with examples from DaimlerChrysler, AOL-Time Warner, and Microsoft. The article concludes with a list of references.
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Running head: MANAGEMENT OF CHANGE Management of Change Name of the Student: Name of the University: Author’s Note:
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1MANAGEMENT OF CHANGE Table of Contents Topic 1- Blog 1: Organizational change?........................................................................................2 Topic 1- Blog 2: Appreciate the scale and scope of change............................................................2 Topic 2- Blog 3: Reasons for change management fail...................................................................3 Topic 2- Blog 4: Further Reasons for change management fail......................................................4 References........................................................................................................................................6
2MANAGEMENT OF CHANGE Topic 1- Blog 1: Organizational change? Change management within an organizationindicateschange in internalstrategies including operational change that helps in sustainability. Such change involves organizational culture, technology adaptation, policies and procedures that help in building the business process management(Vedd & Liu, 2017).Furthermore, it can be highlighted that change management is all about examining, reviewing and modifying the business processes and management structures so that an organization is able to sustain in the competitive environment where it operates. Continuous adaptation with market environment is only possible through change management. Change involves organizational internal stakeholders and impacts on external stakeholders. Proposed outcome through change management will only be effective if both the stakeholders are satisfied. Some of the driversof changemanagementwithin an organizationinvolvesnew technology, competitive environment, economic conditions, consumer demand and government policies. In the recent years, technology has become one of the most prominent drivers of change management in any sector. This is because high-speed communication and virtual collaboration withpartners,suppliersandoutsourcedentitieswillnotbepossiblewithoutadvanced technology. Finally, it is evident that change management helps in business sustainability, which isonlypossibleduetoeffectiveleadership,clearexplanationandcommunicationwith stakeholders and ability to nullify resistance to change(Jacobs, Witteloostuijn, & Christe-Zeyse, 2013).
3MANAGEMENT OF CHANGE Topic 1- Blog 2: Appreciate the scale and scope of change Implementing change management is extremely difficult when resistance to change is at the maximum. At most of the time, it is found that organizations fail to communicate the reason for change with the employee base. Since human resource is the most affected stakeholder who is directly involved in change, hence unaddressed concerns from employees creates resistance (Bateh, Castaneda, & Farah, 2013).Therefore, it is extremely vital for an organization to identify and measure the scale of change that might not affect any stakeholder. Organizational benefits must be positively driven and actualized by existing human resource and therefore limiting the scale of change reduces the potentiality of resistance. Scope of change involves identifying the existing business model, business framework, business assets and operating resources. An organization can implement change only after assessing the mentioned factors. Therefore, the actualization of change is determined based on the scope, which if not determined that there might be huge loss of resources(Lozano, Nummert, & Ceulemans, 2016).Often it is found that organizations try to implement huge change within short period, which turns out to be a failure and therefore, assessment of resources is extremely vital as it indicates the scope of change. Based on the scope, an organization can determine the change scale that might be implemented with due course of time gradually. Topic 2- Blog 3: Reasons for change management fail Organizationalleaderswho are involved in change management often found to be reluctant to communicate and guide the employees so that their grievances are addressed at the root level. Unaddressed and unresolved concerns create dissatisfaction among employees. Furthermore,identificationofresourcesthatmightberequiredforlongtermchange management is often found to be inadequate leading to failed change management. Such
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4MANAGEMENT OF CHANGE resources mostly involve budget, human resource, technical equipment and adequate time (Cummings, Bridgman, & Brown, 2016).However, it is very common that implementation phase of change management is the most challenging because it often increases debt and loss of human resource. The strategic merger between DaimlerChrysler and AOL–Time Warnercan be considered as the example of failed change management. Both of the entities had diverse cultural background and therefore, even though there was no lack of resources but leadership strategies made the failed change(Van der Voet, 2014).Organizational leaders were found to have huge communication gap between the merged entities and therefore, stakeholders never knew about the forthcoming operational process. Ignorance from savvy business people lead to poor strategy and poor mutual coordination leading to failure. Topic 2- Blog 4: Further Reasons for change management fail Every change needsplanningthat involves determination of scope and objectives. However, poor planning leads to failure in change as most of the time it is found that decision makersconcentratemoreondesignthanplanningstage.Differencesinagendasbetween organizational stakeholders impacts on change management as often there are differing process of implementation, which are not mutually agreed. This leads to poor change management (Creasey, Jamieson, Rothwell, & Severini, 2016).Finally, lack ofcommitmentamong the supervisors makes a change management unsuccessful. During a change, supervisors need to create multiple reports, keep a track and measure the differences of outcome. However, reluctance and resistance lead to poor change management.
5MANAGEMENT OF CHANGE ConsideringMicrosoft,itcanbeprojectedthatacquisitionofthesmartphone manufacturer for designing new models with Windows operating system has been the biggest change management failure in recent times. Microsoft never planned for software acceptance and availability of application developers that could have been partnered(Laamanen, Lamberg, & Vaara, 2016).There was no issue with budget, but the company did not give adequate time for planning about market availability. Even though the change management was a good strategy, however the timing for actualization was wrong because more time should have been provided for acquiring developers. Eventually, due to lack of planning and resource availability the change management was a failure.
6MANAGEMENT OF CHANGE Bibliography Bateh,Castaneda,&Farah,&.(2013).Employeeresistancetoorganizationalchange. International Journal of Management & Information Systems, 113. Creasey, T., Jamieson, D. W., Rothwell, W. J., & Severini. (2016). Exploring the relationship between organization development and change management.Practicing Organization Development: Leading Transformation and Change, Fourth Edition, 330-337. Cummings, Bridgman, & Brown, &. (2016). Unfreezing change as three steps: Rethinking Kurt Lewin’s legacy for change management.human relations, 69(1), 33-60. Jacobs,Witteloostuijn,v.,&Christe-Zeyse,&.(2013).Atheoreticalframeworkof organizational change.Journal of Organizational Change Management, 772-792. Laamanen, T., Lamberg, J. A., & Vaara. (2016). Explanations of success and failure in management learning: What can we learn from Nokia’s rise and fall?Academy of Management Learning & Education, 15(1), 2-25. Lozano, & Ceulemans,N. &. (2016). Elucidatingthe relationshipbetween Sustainability Reporting and Organisational Change Management for Sustainability.Journal of cleaner production, 168-188. Lozano,R.,Nummert,B.,&Ceulemans.(2016).Elucidatingtherelationshipbetween Sustainability Reporting and Organisational Change Management for Sustainability. Journal of cleaner production 125, 168-188. Van der Voet. (2014). The effectiveness and specificity of change management in a public organization: Transformational leadership and a bureaucratic organizational structure.
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7MANAGEMENT OF CHANGE European Management Journal, 32(3), 373-382. Vedd, R., & Liu, &. (2017). The Effect Of Cultural Integration On Financial Performance Post- Merger. Global Journal of Business Research.Global Journal of Business Research, 71- 84.