Management of Change Name of the university: Author note 1

Running head: MANAGEMENT OF CHANGE
Management of Change
Name of the student:
Name of the university:
Author note

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MANAGEMENT OF CHANGE
Question 1
There are many theories that have come up in all these years to implement the theoretical
concept of change. In most of the organizations it is seen that by changing the policy of work, the
standard of the organization has improved. The ontology of change is brought about by the ways
in which the change has been implied in the organization. To implement changes in the
organization, it is essential that the employees of the organization gladly accept the changes. It is
an important point that the managers should take into consideration while implementing changes
in the organization.
Organizational change means the modification, transformation or amendment in the
structure, processes and goods of the organization. It is the change that has an impact on the
operational activities as well as the staff. The change can be imposed directly on the
organization, structure of the operational activities, workforce, working hours, the way the roles
are carried out and the role that is resulting in a change. The ontology associated with change
management refers to the ability of the managers to recognize the organizational policies which
tended to be a hurdle in the success of the organization. It is said that the changes implemented
in the organization is consistent throughout depending on the adaptation by the employees..
Internal and external forces implement changes in an organization. The external forces include
technological change, globalization, social and political changes and workforce diversity (Hayes
J. , 2014). Whereas, the internal forces include employee expectation, crisis, deficiencies in
existing system, changes in work climate, declining effectiveness and changes in managerial
personnel.

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The three kinds of change in a workplace are unfreezing, change and refreezing.
Unfreezing refers to reducing forces for status quo; change refers to developing new attitudes,
behavior and values; refreezing refers to reinforcing new values, behavior and attitudes
(Cameron & Green, 2015). The management of organizational change is the framework
managing the effect of new and innovative business processes, changes in the organizational
structure or cultural changes in the organization. This is beneficial when there is necessity for the
whole organization to adapt o new skills and behavior. Lewin’s change management model or
McKinsey’s 7-S model are the two theories which are considered important for effective
innovation. Again, objectivism and social constructionism are the two very important aspects
which help in the analysis of organizational change. So, it can be mentioned that the changes in
organization can be driven for better comprehension of the process with respect to elementary
and rudimentary management studies. The theory of objectivism has no primary aim of an
individual to attain happiness. As the topic is based on organizational change, therefore the better
goals would be identified as the profit for the organization to attain the business practices
(Goetsch & Davis, 2014). On the other hand, constructionism deals with the practice of
knowledge and communication. The change in the form of communication is actually important
for developing a cohesive bond among the employees. Another important point to be considered
here is the constant communicative development which would contribute to the success in the
organization.
Question 2
a) In this context of organisational change, the Australian supermarket Coles is used as an
example for analysis by using the theories and concepts mentioned above. Globalisation has
again made it easy to evaporate a portion of the population and eradicate a part of the supply

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chain of Coles. By implementing the theories which are effectively processed would lead to the
logical apprehension of the operational activities of Coles, Australia. Coles Supermarkets
Australia Pty Ltd is the Australian supermarket chain owned by the Wesfarmers. They operate
throughout Australia including more than 100000 employees (Lozano, Ceulemans, & Seatter,
2015).
b) Change is the common factor that is present in every business irrespective of the age, size and
industry. The first step of change includes unfreeze which prepares the organization to get
accustomed to the change by breaking down the prevalent status quo before creating a new way
of operational activities. It can be easily done by highlighting the decrease in sales figures, poor
fiscal results, customer dissatisfaction surveys and more like that. These will make the staff
realize that things must change in a way so that everyone can understand (Worley & Mohrman,
2014).
When the unfreezing step causes uncertainty, the appearance of change step let the people
resolve the confusions and seek new methods of doing things. People start developing a belief
that and lead their action towards the new direction. The transformation from unfreeze to change
does not occur easily but people take time to adapt to something new to participate actively.
There is a similar model known as change curve which highlights the challenges faced in
personal transitions which is useful for effective understanding. To experience the change and
making it successful, it is necessary to understand the benefit of it. It is not mandatory for every
person to understand the fact that change is necessary for the organization and that is beneficial.
It is on one hand a common presumption as well as a drawback that must be avoided on highest
priority (Ashkenas, 2013).