Management and Individual Changes

The assignment explores the concept of change management, focusing on internal and external elements that influence reactions to change. It emphasizes the need for effective communication, training, and events to facilitate smooth transitions. The essay also highlights the importance of individual learning and development in achieving successful organizational changes.

Managing Organisational
and Individual Change

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
CONCLUSION................................................................................................................................3
REFERENCES................................................................................................................................4

INTRODUCTION
In every business, environment growing continuously which assists to create several
changes in the nation. It is important aspect for the business because without change, the
enterprise unable to make competitive edge (Cameron and Green, 2015). Hence, they not meet
with the needs of people hope to grow loyal customers in the enterprise. With this regard,
technology changes dictating to sending back to drawing board, wasting time for all involved.
With the help of changes, results can be developed to increase productivity and services
technology. It also affected to communicate for organisation and individual as well. In this way,
communication play vital role that represent to experts to promote effective results in it. With the
help of several changes, the business can learn more very quickly and effectively as well.
MAIN BODY
In the business and environment, there are different kinds of changes implemented at
several levels such as individual, group, organisational. Therefore, various approaches included
in it that impact on reflective practices to make certain changes (Hornstein, 2015). At different
levels, changes can be made in following aspects:
Managing individual change: In order to make changes in individual perspective, every
business need to include different things. For example, Sainsbury is retail sector enterprise which
include personal change, vision, planning for career, etc. In addition to this, competences, skills
and awareness of individual develops in systematic aspect (Hayes, 2014).
Managing organisational changes: Further, changes in the workplace determines
complexity and realities need to be implemented for implementing core theories and models. In
the wider organisational perspective in Sainsbury theories and concepts enhances in the business
environment.
Integrative simulation: Further, in the integrated simulation, at workplace of the
organisation, there are different kinds of elements implemented that make successful results with
management change. It includes project combining sequenced, decisions and activities that make
successful operations and functions as well (Benn, Dunphy and Griffiths, 2014). In addition to
this, online simulation is the important perspective for Sainsbury that create team based working
in seminar, groups and integrates all levels.
1

It is the ubiquitous, permeates in all aspects of life following elements implemented at
workplace:
As per the view of Kuipers, Higgs and Van der Voet, (2014), setting of workforce, home,
social activities, events, etc. In addition to this, relations with individual, group, inter group
develop in the wider context. Experience is the processes through sense can be given to make
certain changes as the experiences (Kuipers, Higgs and Van der Voet, 2014).
In addition to this, Coghlan Rashford and de Figueiredo, (2015) stated that organisational
changes also determines that are planned and emergent with proactive and reactive
implementation. With the help of internal and external drivers, several types of organisational
changes implemented at workplace (Cummings and Worley, 2014). In order to determines the
change, there are different levels exists that assists to analysis it in significant aspect:
Societal and environmental change dynamics: Every business has crucial role to make
changes in society. This is because, with the help of changes in businesses, society also has
opportunities to create effective functioning. As results, it assists to attract so many people in the
environment that make proper support (Goetsch and Davis, 2014).
Business and organisation change dynamics: Particular group of people take
participation for development of the operations and functions. Therefore, it implemented several
levels at which Sainsbury will easily develop there changes as dynamics. Along with this,
changes in organisation play vital role at workplace for developing outcomes (Barth, Adomßent
and Rieckmann, 2014).
Interpersonal change dynamics: In order to make interpersonal changes, there are
different things implemented that assists to make creative results in each person. In addition to
this, in particular group changes has been made as per requirement of the business.
Personal change dynamics: Every person ha different perception and thinking towards
the business goals and objectives (Coghlan, Rashford and de Figueiredo, 2015). Therefore, it is
the first major aspect in which every person has different view towards the goals and objectives
in the business.
Moreover, Cameron and Green, (2015) explored their views that, there are different
aspects in which changes has been made with self awareness and other things as well. In this
aspect, skills and competences needed which is very difficult to develop and sustain for self-
2

reflection, owing facilities which include free flowing conversation, etc. These skills never easily
taught but also develops for experience of exercising.
According to the point of Benn, Dunphy and Griffiths, (2014), great deal about yourself
also developing that make successful team and help to each other for effective functioning. There
are several ways through Sainsbury will easily develop self-awareness at workplace (Goetsch
and Davis, 2014). They are as follows:
However, Barth, Adomßent and Rieckmann, (2014) said that creating the benchmark of
people against the other people. Feedback/disclosure also important element that develop with
team members. Further reflection is effective element that gives proper attention with experience
that also create link with model and theories as well. It is the general perspective that assists to
grow information insight. However, there are several ways through changes can be made
successfully in the business environment. It is the best way through approaches could be changed
in order to implement the activities (Cummings and Worley, 2014). In this way, communication
briefing, training, events also developed which can be done through focused on group,
department and organisation. In addition to this, changes also needed among individual to react
for development of the business.
3
Illustration 1: Change management
Source: (Change management, 2017)

There are two ways for looking changes in business environment. In this aspect, internal
and external elements of the world assists to make reaction. Internal reaction proves towards the
external changes which create more truthful area of discovery that also assists to find reasons to
make changes (Coghlan, Rashford and de Figueiredo, 2015).
CONCLUSION
From the above essay, it can be concluded that management and individual changes take
place in effective aspect. With this regard, operations and functions develops to make successful
operations. There are several kinds of changes implemented that are involves in learning and
time. Knowledge can be acquire with experience that require time to gain more competences. In
this way, anxiety could be reduces that make successful operations and safety for each individual
as well. Furthermore, different types of tools explains that make smoother transition in the
environment.
4

REFERENCES
Books and Journals
Barth, M., Adomßent, M. and Rieckmann, M., 2014. Learning to change universities from
within: a service-learning perspective on promoting sustainable consumption in higher
education. Journal of Cleaner Production 62. pp.72-81.
Benn, S., Dunphy, D. and Griffiths, A., 2014. Organizational change for corporate
sustainability. Routledge.
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.
Coghlan, D., Rashford, N.S. and de Figueiredo, J.N., 2015. Organizational change and strategy:
An interlevel dynamics approach. Routledge.
Cummings, T.G. and Worley, C.G., 2014. Organization development and change. Cengage
learning.
Goetsch, D.L. and Davis, S.B., 2014. Quality management for organizational excellence. Upper
Saddle River, NJ: pearson.
Hayes, J., 2014. The theory and practice of change management. Palgrave Macmillan.
Hornstein, H.A., 2015. The integration of project management and organizational change
management is now a necessity. International
Kuipers, B.S., Higgs, M. and Van der Voet, J., 2014. The management of change in public
organizations: A literature review. Public Administration. 92(1). pp.1-20.
Online
Change management, 2017. [Online] Available through:
<http://www.adaptivehvm.com/changemanagement.html>.
5