HRM302 - Change Management: Strategies, Resistance, and Leadership

This report addresses key aspects of managing change within organizations, focusing on strategies to reduce resistance, the role of change agents, and methods for assessing the success of change management initiatives. It highlights the importance of empathy, clear communication, involvement, and commitment in overcoming resistance to change, suggesting the use of the SHEER formula and training programs. The report also details the responsibilities of change agents, including establishing mutual expectations, fostering collaboration, and providing guidance and support. Finally, it explores how senior management can evaluate the effectiveness of change management strategies by monitoring employee productivity, utilizing frameworks like Kotter's 8 steps, and assessing the impact on organizational culture. Desklib offers a wealth of similar resources, including past papers and solved assignments, for students seeking to deepen their understanding of change management.

Managing change

Managing change
Answer 1
It can be seen that there are various motivators and strategies that can be considered to reduce
resistance. It can be analyzed that top management employ various strategies so that it can be
easy to deal with resistance. The first strategy that should be considered is related to empathy
and support that should be given to the people responses. It can be seen that workers in the
workplace should be given so that they can give their best towards the overall activities of the
company. If they are not able to give their best due to lack of support then it can be the reason of
resistance.
The next strategy that should be considered is related to clear and proper communication about
the change. It is necessary to communicate with the employees about the change in the
workplace and the queries should also be resolved by the people so that they can confidently
work towards the assigned task. The queries can only be resolved if there is proper
communication strategy considered by the management. Involvement and participation is also
one of the strategies that should be considered as it can help to maximize the number of the
people in workplace and also can maintain the culture of the organization (Brunton, 2018).
Also, there are many management approaches that can help to reduce resistance. It can be seen
that people who are happy with the status quo will fight to safeguard it as it can help boosting the
overall activities of the other people in the workplace. Also, in context to management approach
it is important that they should be clear and credible role models of the new behaviors. These
strategies can help to decrease the resistance. The change can be acceptable for the workers if
proper focus is on the concept of overcoming resistance (Alvesson and Sveningsson, 2015).
It can be seen that SHEER Formula should be used as it can help in listening to the overall
concerns. The SHEER formula emphasizes on the various factors. Surface is the one of that can
help to invite the thoughts and questions. Honour states that it is important to listen to the
concerns and feelings. Explore also showcase the feeling and offer information. In explanation
emphasis is also given on the overall honest outcomes. The last one is also related with recheck
which helps to consider the overall concerns. This formula should be considered so that workers
can accept the change.
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Managing change
Also, focus should be given on training as it can help to boost the knowledge of the employees.
The supportive system should also be built as it can help to accept the change by the workers.
Commitment level is also one of the factors that can help to consider the changes by the workers.
If there is proper commitment level then it can be simple to boost the overall confidence level of
the employees in the competitive market. It can be seen that these are the factors that should be
considered to accept the change.
Answer 2
Change agent plays a great role in change management efforts. It can be seen that they have a
strategic vision which will help to boost the overall relations with the followers. It can be stated
that strong relations with the followers is the responsibility of the change agent, as they
emphasizes on empowerment and collaboration. It can be seen that also situational and flexible
leadership is related with the change agent as they emphasizes on adaptive leadership. The
change agent also has the responsibility to maintain the overall moral and ethical purpose as it
can help in achieving positive outcome (Carnall, 2018).
It is the responsibility of the change agent to understand and utilize the overall advantages of the
human capital and diversity as it can help in boosting the overall work of the employees. It is
necessary for the people to be genuine and real as it can help in accepting the change which is
taking place in the workplace. The leader or the change agent also develop the contract as it has
been seen that after choosing an OD practitioner it is important to create an agreed contract with
the company. There are three factors which are involved in it (Cameron and Green, 2015).
The first factor is related with creating mutual expectations. It is important to create mutual
expectations so that it can be easy to manage the entire change. It is the responsibility of the
change agent to create proper understating as it can help in managing the entire change which is
taking place in the workplace. The first role also relates with the operational role in which focus
is on the vertical management positions. It can be seen that vertical management positions is
maintained which can lead to positive outcome and can also help in attaining the positive
outcome (Kuipers et al., 2014).
The next is related to collaborative role. It is the role of the change agent to focus on managing
the horizontal responsibilities as it can help the people in accepting the change which is taking
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Managing change
place in the workplace. Collaboration is important which can only be boosted if change agent is
active towards the overall activities which are taking place in the workplace. Advisory role is
also one of the roles of the change agent. It can be stated that the change agent offers proper
guidance and support which can help in attaining growth in the competitive market.
By showing right direction to the employees it can be easy for them to give their best towards the
activities and also it will help to accept the changes which are taking place in the workplace.
Support is also given by the change in agent as it can positively impact on the overall activities
of the company. When guidance and support is given to the employees in the workplace then the
feeling of dedication and efficiency is boosted which can help the company to attain the positive
outcome in the competitive market. These are the responsibilities which are considered by the
change agent (Sikdar and Payyazhi, 2014).
Answer 3
The change management team can access in a proper manner the overall change management
strategies which are implemented. They can access it by focusing on the overall productivity
level of the employees. It is important for the change management team to consider the overall
performance of the people as it can help in determining the exact outcome. If the team is able to
achieve positive outcome then the change management strategies are successful in the
workplace. In this it can also be easy for the change management team to focus on Kotter 8 steps.
In kotter 8 steps, it can be seen that the emphasis is given on establishing a sense of urgency.
This can be one of the change management strategies that can be considered at the time of
implementing change in the workplace. The next step is related with creating guiding coalition in
which it has been seen that focus is given on the guidance is given and according to that overall
activities are performed by the employees. So, performance is also one of the factors that can
help access the overall change management strategy implemented. Developing a change mission
is also one of the aspects which can be considered and it helps to achieve the outcome (Knight,
2017).
Through proper communication it can be easy for the people to access the change management
strategies. It can be seen that if people in the workplace are happy and working with dedication
then it can be easy to find out the exact information in relation to the implementation of the
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Managing change
change strategies. The next step is related with empowering broad based action which can help to
evaluate the right steps which should be considered so that it can be easy to attain the positive
outcome. Short term wins can be generated as it can help in managing the overall change in the
workplace.
Never letting go is also one of the step through which it can be easy to access the overall change
strategies that are implemented. If the people are managing the overall work after the changes
made by the management then it can be simple to attain the positive outcome in the workplace
and also will motivate the employees to give their best towards the overall activities of the
company in the competitive market. It is one of the best approaches. The last is related to
incorporating the changes into the culture.
It can be seen that change agent can access the success of the strategies by emphasizing on the
culture. If the culture is positive then it can be easy to accomplish the goals and objectives in the
competitive market. If the culture is not positive then it can effect on the overall process of
change management. The culture of the workplace is one of the important factors that can help to
determine the overall success of the change management strategies in the workplace. So, through
this it can be easy to access the success of the change management strategies (Al-Haddad and
Kotnour, 2015).
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Managing change
References
Al-Haddad, S. and Kotnour, T., 2015. Integrating the organizational change literature: a model
for successful change. Journal of Organizational Change Management, 28(2), pp.234-262.
Alvesson, M. and Sveningsson, S., 2015. Changing organizational culture: Cultural change
work in progress. Routledge.
Brunton, M., 2018. Managing Change Communication in Contested Professional
Spaces. Journal of Change Management, 18(1), pp.35-53.
Cameron, E. and Green, M., 2015. Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Carnall, C., 2018. Managing change. Routledge.
Knight, J.A., 2017. Academic librarians as change champions: a framework for managing
change. Library Management, 38(6/7), pp.294-301.
Kuipers, B.S., Higgs, M., Kickert, W., Tummers, L., Grandia, J. and Van der Voet, J., 2014. The
management of change in public organizations: A literature review. Public administration, 92(1),
pp.1-20.
Sikdar, A. and Payyazhi, J., 2014. A process model of managing organizational change during
business process redesign. Business Process Management Journal, 20(6), pp.971-998.
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