Organizational Change Management

This essay discusses the importance of organizational change management and the different approaches to implement it. It also highlights the reasons for failure and the processes to put in practice for success. Theoretical models like Lewin’s Change management model and McKinsey 7s model are discussed. The essay concludes by emphasizing the need for change and the importance of proper planning and execution.

Running head: ORGANIZATIONAL CHANGE MANAGEMENT
Organizational Change Management
Name of the Student
Name of the University
Author Note

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Introduction
This essay focuses on the different issues of the organizations regarding the change.
Change is a very valuable object in terms of the success for the organizations. This is why the
change interventions within the organizations. In this essay, the initiatives for the organizational
change management shall be discussed. It is indeed very important to explore the important
things about the organizational changes as this is very significant to bring in the changes. Every
organization faces the competition in the modern business environment so they decide to change
their business model or include some necessary changing courses for the betterment in the
operations of the organization. In order to do so, the organizations practice some necessary
changes indeed. However, in most of the cases, these changes have failed. This is why the
organizations must look for some processes by which they can get the desired organizational
success. Some important theories shall be discussed in this essay as well regarding the
organizational change management. The management of the organizations needs to follow some
unique ways and implement them in their business operations. Thus the organizations would
need to follow the approaches or organizational change depending on the weaknesses of the
organizations and thrive to make their strong ones.
Organization change management
Topic sentence: What is organizational change management?
Organizational change management is believed to be one of the most impactful things for
the organizational managers that they like to implement (Fernandez et al., 2012). The managers
always like to proceed with their roles with effective teamwork to bring the organizational
success. The changes can take place in the organizational structure and culture. The managers

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need to implement the change management processes so the employees can change their skills
and behaviors. Thus they will go one step ahead to achieve the organizational objectives. The
attitudes of the stakeholders would have to be changed as well. The proper leadership and
motivation effects can lead the organization towards the organizational change (Fernandez et al.,
2012).
It is the responsibility of the managers to initiate the change properly. They have to
understand what types of lacks are there in the organizations (Anderson, 2016). Then only they
can make the plans on how they can improve their business operations and implement the best
strategies. They have to fix the vision of the organization and take the necessary steps according
to the needs.
Concluding sentence: Organizational change is very essential for determining the organizational
success.
Different approaches for bringing the changes
Topic sentence: What kind of approaches should the organizations take for bringing in the
changes?
Every organization needs to implement the organizational changes so they can bring in
the positive spirit into the minds of the employees (Fallik, 2013). The mindset of the employees
will have to be changed if the change management has to be implemented within the
organization. Some methods and approaches have to be used in this context. However, the needs
of the members of the organization have to be kept in the minds as well. Some important things
have to be focused on (Fallik, 2013). These are the intragroup problems that take place within the
organization. These problems are caused by some components like lack of clarity about the goals

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of the organization, no proper understanding about the needs of the customers, the lack of
expertise in the decision making and most importantly the lack of proper leadership abilities
among the managers (Cascio, 2018). The competition is so high in the modern business
environment that the organizations will have to implement these practices into their
organizations.
The organizations have to look after the total quality management for the enhancement of
their operations. The organizations will have to focus on the strategies and clarify them to their
internal and external stakeholders (Cummings, Bridgman & Brown, 2016). The organizations
have to implement those strategies very fast so they can get the best results of it. The growth
plans will have to be followed by the organizations properly to apply the changes. The different
change models like Lewin’s Change management model (Cummings, Bridgman & Brown,
2016).
According to this model, the organizations must identify the nature of changes that they
need to go through. Only then they would be able to put these change strategies into the proper
practice (Hayes, 2014). They know that the status quo has to be broken and they will be able to
make the profits. The existing strategies need to be changed and new strategies should take their
places. Many critics have argued that the change management policies cannot bring in the
positive changes all the time. The McKinsey 7s model is another model as well that could be
discussed in the context of the organizational change management (Singh, 2013). The strategies,
organizational structures and systems have to be changed as well. The leadership styles could
also be altered. The skills and competencies should be has to be improved.

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Concluding sentence: The theoretical models have to be applied into the practical fields with
much care and focus.
The results of bringing change innovations
Topic sentence: Why do change management strategies fail?
It has been seen that most of the change management interventions fail because of several
issues. Though it is not at all welcome to fail but these failures have to be accepted by the
organizations (Baldwin, Bommer & Rubin, 2012).
Volatile business environment
The business environment of the current times is very much competitive and
unpredictable. The companies can only predict how they could move forward but they do not
have any idea how the situations might turn against them. It is very unpredictable so the
percentage of failure is very much on the rise (Baldwin, Bommer & Rubin, 2012).
Misuse of the materials
The materials that are being used to implement the organizational change management
policies are sometimes wasted. It is because the managers do not have a perfect idea of which
things would work to bring in the positive changes (Baldwin, Bommer & Rubin, 2012). Almost
70% change initiatives have failed. This is why the organizations need to be more cautious.
Issues in organizational culture
Most times it has been seen that the organizations have not been able to identify the
issues in their inherent culture. So, they have not given much focus on this (Alvesson, 2012).

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Whenever they have gone to make some changes in the culture or input some new strategies, the
employees belonging to different cultures have raised many issues and somehow these change
strategies have failed (Nica, 2013).
Concluding sentence: It is very risky to implement the most appropriate change management
strategy within the organization.
The causes of failure in change innovations
Innovation is one of the aspects, which alters the workplace scenario. However, the personnel
need to expose rationality in terms of planning for adopting the required changes. Absence of
rationality in planning compels the personnel to encounter failures in the business activities
(Cameron & Green, 2015). These failures are as follows:
Unrealistic expectations of the managers
The managers need to understand that the employees are working hard for the
achievement of success. In this situation, if the managers set unrealistic goals and objectives, it
becomes difficult for carrying out the activities in an efficient and effective manner. These
unrealistic demands and expectations distort the plans and programs intended for the bringing the
proposed change into the workplace operations.
Lack of adequate resources
If adequate resources are not provided to the personnel, estimation regarding the changes
becomes difficult. This is because review of the current condition of the business activities helps
in making plans for the future courses of actions (Hornstein, 2015). This inadequacy acts as
obstacle towards the execution of the basic business activities- budget, developing the

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infrastructure and adding to the human resources. This difficulty also makes the management
process complicated, aggravating the complexities in terms of planning the changes.
Too much focus on the products and technology
Too much focus on the products and technology acts as a compromise with the needs,
demands and requirements of the staffs. This approach makes the productive output difficult and
time consuming. For example, if new systems and devices are brought within the workplace, but
the workers are not skilled, then there is no meaning for planning the changes (Kaufman, 2017).
This is because training the staffs is more important than bringing change within the workplace.
Need for organizational success
Success justifies the diagnosis regarding answering the questions, “Where are we?” and where
are we going?” Within this, the personnel need to consider the ways and means undertaken for
reaching to the destination. This recapitulation is needed in terms of assessing the capability
towards executing the allocated duties and responsibilities in an efficient and effective manner.
This assessment, in turn, helps in measuring the effectiveness of the exposed performance within
the workplace (Benn, Edwards & Williams, 2014). Herein lays the appropriateness of the
decision-making in terms of ensuring the betterment of the organizations.
Change is one of an innovative means for achieving success. Here, the focus of the
companies and organizations should be on the assessment of the extent to which they are
successful in coping with the external environment. This includes changes in the technical
systems, political systems and cultural aspects. Total quality management is the key towards
ensuring the all round growth and development (Goetsch and Davis, 2014).

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Evaluation of the current strategic performance helps the personnel in making estimates
about the time taken for achieving the success. Conducting the evaluation in the form of question
answer session in the meetings proves beneficial in terms of gaining awareness towards the
approach of the clients. The role of the management needs to be flexible in terms of planning and
managing the proposed changes. Application of effective management techniques results in the
achievement of success through the means of changes (Clegg and Matos, 2017).
The word “need” seem inappropriate in terms of the present connotation of business. This
is in terms of the competitive ambience of the market. Therefore, in order to secure the market
position, the companies and organizations needs to adopt changes within the workplace.
Processes to be put in practice
Change is an inevitable aspect within the workplace issues. Change alters the workplace
scenario in terms of achieving large-scale customer satisfaction. However, the personnel need to
make proper planning for adopting the proposed changes. Here, behavioral theories are
applicable, as mental preparation is needed for approving the need for changes. Proposing
change in the systems is a planned action in terms of bringing innovation and creativity (Benn,
Edwards & Williams, 2014). Providing training to the staffs regarding the operation of the new
machines is a reasoned actions in terms of making the staffs aware of the need for the changes.

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Kotter’s eight-step change model can prove effective in terms of exposing appropriate
attitude towards adopting the proposed changes. The first step is to increase the urgency for the
change. This can be possible if the personnel are aware of the need for change. For this, creation
of a strong and efficient team needs to be created. As a sequential step, the team members need
to be made aware of the vision towards the achievement of change. Here, effective
communication channels needs to be adopted for enhancing the stability in the relationship
between the management and the employees (Clegg and de Matos, 2017). The employees need
to be encouraged for setting short-term goals and adhere to it for the achievement of success.
Conclusion
This essay can be concluded by saying that the organizational change development is one
of the most critical components for the bringing in the success for the company. Every company
needs to implement the change management strategies into their business operations. However,

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most times these strategies fail because poor execution power. The important reasons for these
failures have been discussed in this essay properly. This is why the organizations need to put in
some practices into their organizations so they can succeed. These ways have also been
discussed in this essay. The context of organizational success and its relation with the change
management has been highlighted. These things would be very much beneficial to identify the
challenges and make the proper use of it.

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References
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managers know and do. McGraw-Hill Higher Education.
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sustainability. Routledge.
Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to
the models, tools and techniques of organizational change. Kogan Page Publishers.
Cascio, W. (2018). Managing human resources. McGraw-Hill Education.
Clegg, S. and de Matos, J.A. eds., 2017. Sustainability and organizational change management.
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