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Assignment on Management of Change

   

Added on  2020-05-16

11 Pages2762 Words77 Views
Running head: MANAGEMENT OF CHANGEManagement of ChangeName of the StudentName of the UniversityAuthor note

1MANAGEMENT OF CHANGEThe trends of changing work pattern and requirements in the market has led everyorganization to keep a system that evolves with time and incorporates changes that areeffective and lead to better growth and employee productivity (Samnani & Singh, 2014). Forthe same, every organization undergoes change eventually. Change refers to the switch in thework style of a company or organization. This change can mean changes in the resourcedistribution pattern, budgeting techniques or changing the organizational policy (Cummings& Worley, 2014). Change is something that is spontaneous for a company to meet thedemands of the market that is constantly evolving. Changes are incurred in a company tocounter a specific situation that needs attention from the company (Benn, Dunphy &Griffiths, 2014). According to Wincek et al. (2015), the subject that deals with theorganizational change is the Organizational change management or the OCM. The OCMmanages the employee angle of a change that is about to be implemented in the company.The OCM manages effectively the workforce so that the change is accepted and if anyresistance is shown then that is correctly evaluated and dealt so that everyone related to thecompany can gain a advantage from the change. The organizational change may also includechange in the organizations work culture, business strategy or even technology. Resistance, change and the various factors.Concepts of resistanceWhen a change is planned in an organization there are various sides to the processthat are to be thought out by the management. Resistance to the change is one such idea thatemerges when an idea is put forward to bring about some change in the organizationalstructure. Resistance to change can be of various kinds; these can range from subtle denialfrom huge protests and rebellions against the proposed change. The basic cause of resistanceremains the fact that human beings are afraid of the consequences that could be resultant due

2MANAGEMENT OF CHANGEto the change. The employees fear that the change may create problems for them; they do nottrust the organizational head and feel that they are not well communicated about the changethat is planned (Bateh, Castaneda & Farah, 2013). Poor communication often leads to suchresistances towards change. It is not the change that is resisted by the individuals but it maybe the loss of status, position or incentive pay and salary that initiates the resistance.Employees feel they may miss the comfort that they are currently enjoying after the change isbrought (Rider & Negro, 2015). There are two kinds of common concepts that are associatedwith resistance.Demonizing resistance- Such resistance is occur when the people strongly reject achange and they unwelcome any new idea by holding protests against it (Thomas &Hardy, 2011). Such resistance hampers the entire change program that the managersplan to execute (Zhao, Hwang & Pheng Low, 2014). The employees reject the changeand it leads to loss because that particular change has brought about many successfulresults in other organizations in the same field.Celebrating resistance- This is a rather new concept that has emerged in the domainof organizational change. The company sees the resistance as a part of successfulchange. The negative reactions that are held against the change can be converted intopositive motivation when the proper communication is held between the employeesand the managers (de Souza, White & Springer, 2016). The resistance can sometimesshow a better way for putting the change in practice and hence it should be evaluatedand then worked upon if found viable (Thomas & Hardy, 2011).Concept of PowerThe idea of power is a very important factor in an organizational structure and itdeters the way in which people behave in a given organization. Power is the factor which is

3MANAGEMENT OF CHANGEused to conquer resistance and make people work in a desired way (Clegg, 2013). Thoughpower and influence are similar kind of concepts, they are lot different from each other.Power does not necessarily mean influence or authority. Power is a coercive action thatincludes the both authority and influence. The legitimate action of making people work tobenefit the organization by not hurting any sentiments is known as the proper utilization ofpower (Nicolson, 2015). According to Luthans (2015), power is classified into 5 categoriesand they are-Reward power- This outcomes from one individual's capacity to repay another forconsistence.Coercive power- This originates from the conviction that a man can rebuff others forresistance.Legitimate power- This originates from the conviction that a man has the formalappropriate to make requests, and to anticipate that others will be consistent andsubmissive.Referent power- This is the aftereffect of a man's apparent engaging quality, valueand appropriate to others' regard.Expert power- This depends on a man's elevated amounts of ability and learning.Relationship of Power and ResistanceThe dynamic of power in an organization is important as the main working of theorganization depends on how he power is being used. The managers must use the power in away that the employees are not threatened and left feeling low due to their position. Theresistance that shall come up should be dealt with in a sensible way so that the organizationand its working are not affected. The ones in power should use it to communicate with thepeople under them so that is a change that comes in the future will be understood by everyone

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