Organizational Change Management

This article discusses the importance of organizational change management in an organization, factors driving change, change management models, resistance to change, and recommendations for effective change management. It explains how change is an important part of the business cycle and how organizations need to implement change management activities to adopt changes present in the external environment. The article also discusses various change management models and the importance of reducing resistance to change.

Running Head: Organizational Change Management
Organizational Change Management

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Executive Summary
Change is an important part of the business cycle, with the help of change only an organization
can initiate its activities in long run. So, organizations in today’s world need to implement the
change management activities so that they can adopt change present in external environment and
make them effective in the organization as well. Further in context to change management, there
are various models defined which helps an organization to implement change in their workplace.
The aim of this task to analyze and evaluate the important of organizational change management
in an organization and understand various theories related to it. Change can happen because of
many reasons present in the organization, maybe because of innovation in external environment
or the need of the workplace. So the managers need to implement the models accordingly which
help the organization in sustaining their growth along with innovative changes. More details
about organizational change management are discussed below:

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Contents
Executive Summary.....................................................................................................................................1
Introduction.................................................................................................................................................4
Change management..................................................................................................................................4
Factor driving change..................................................................................................................................5
Change Management Models.....................................................................................................................6
Resistance to change...................................................................................................................................7
Importance of Change Management...........................................................................................................8
Conclusion and Recommendation...............................................................................................................9
References.................................................................................................................................................10

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Introduction
The purpose of this task is to provide a brief overview about the change management activities
prevailing in the organization. Further it talks about the factors driving the change management
activities in an organization. Change is the only constant factor in the organization which occurs
to help organizations succeed in their business process. Some of the change management models
are also described in the task which tells about the use and implication of change in an
organization. Further it is not necessary that all organizations will apply and adopt the change
management techniques easily, sometimes the management also resist to such changes resulting
which, the organization lacks competence in the competitive market (Bogers, & West 2012). So
the task explains the resistance to changes process in the organization and recommends that how
organizations shall overcome such resistance. Further details about the change management
process in an organization are discussed below:
Change management
According to Burnes (2012), change management refers to the process of changing the
organizations current working business model into a model which use innovation and achieve the
future objective efficiently. The author also believes that initiation of this process in the
workplace management is a difficult task like the managers needs to initially build up a blue
print and a plan which they shall follow in order too successfully initiate change management
activities in an organization. Thus, it shall be noted that Burnes and Oswick (2011), says that the
process of change management shall restructure the organization’s business process and culture
so as to create an effect of the external environment.
But some of the authors see change management as an easy task which is the requirement of the
process of the organization. They believe that without the process of change management
organization perform work but inefficiency is not developed so with the help of change
management they perceive what they want. Thus, this is a simple way to drive the positive
results in the way of the organization.

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Factor driving change
Change management is only possible in the organization if there comes some unseen liability or
new requirement in their regular work to which they are unable to adjust. Resulting to which, the
company needs to initiate and implement the change management in the organization. So the
internal and external factors which drive change management in an organization are discussed
below:
Competition: Competition is one of the most important factors due to which all organizations
face the process of change in their organization. So, it shall be said that competition is the factor
which drives change in the organization. The entrance of new competitors in the market forces
the existing players in the target market to change their marketing strategy. As competition is a
risk for all the organization as it can eliminate any organization and reduce its growth in the
market. So, in order to be in the competition and maintain their competence in the market it
becomes necessary for the companies to initiate change management practices in their process
(Carter, et. al., 2013).
Technology: another factor which drives change management practices in an organization is the
technology implementation in the industry. Innovation in the technology forces the organizations
to change their out dated technology and adopt the new and efficient technology which can help
them to gain success in the target market. Further it shall be noted that technology is one way for
the organizations which can help them to remain in the competition and differentiation them in
the target market. So, in case if the competitor comes up with more innovative technology, then
the other company fears of replacement. So, resulting to which technology has become one of
the factor which drives change management in an organization (Pugh 2016).
Governmental Regulation: government regulation is the factor which changes the features and
working process of all organizations present in the industry. Government regulations are present
in external environment which affects the working of all the organizations present in the
industry. Depending on the data acquired by the government, they can any time change the
legislations and regulation; in accordance to which it is compulsory for the organizations to
change their managerial activities as well.

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Innovation: All organization wants to achieve competence in the target market and create an
identified position in the market. So, for that purpose they implement creativity and innovation in
their business process which is regarded as change management in the organization. Change
occur which business process changes it’s working to get better outcomes. So, organizations use
innovation as change management to produce better results in the external environment (George
2016).
Change Management Models
There are many theories and models used in an organization which aims to initiate change
management in their business process. Further some of the change management theories are
discussed below:
 Thurley Model of Change: The model was defined by K. Thurley under which the
researchers gave five major tactics to the companies worldwide to initiate change in the
organizational process. Further the strategic changes are discussed below:
 Directive: This strategy of Thurley model denotes the obligations which the
company receives to make changes in the crucial times when all the programs
defined by the organization fail.
 Bargained: Further the bargained approach under this model shows the view that
the power of the management is shared between the employee and employer in
the organization. Also some negotiations are always required in such changes as
well.
 Hearts and minds: This process refers to the change in the attitude and thinking of
manpower present in the company. This type of approach looks for the positive
reply from the employees of the company. Thus, with this process the
organization aims to achieve the defined target as well.
 Analytical: Under this approach, the organization needs to plan and implement the
changes in the organization first and then move on the subsequent stages. Firstly
the organization needs to create a blue print of the defined plan and then analyze
the possible results of the approach (Kim 2015).

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 Action-based: This phase of the strategy looks for the way through which the
leaders implement the actions of change management in the organization through
analytical and theoretical model of change management.
 Lewin’s Force Field Analysis: This model was developed by Kurt Lewin in the year
1947. This model is called three step model and the three phase of the Lewin’s model is
discussed below:
 Unfreezing: it refers to the process leaving the old and traditional laws which bars
the growth of the company. This aspect aims to the wider the thinking skills of the
employees of the organization and makes them capable to adapt new and
innovative changes. The leaders of the organization shall help the employees to
come forward and accept the innovation present in the organization. Thus,
basically main aim of this task is to change the mindset of the employees of the
organization against different aspects present.
 Change: transition or change refers to the step under which new ideas and
creative thinking skills are learned and used by the people present in the
management. This phase includes the actual changing process initiated in the
organization. The employees aim to perform the functions according to the
changes initiated in the organization and act with full solidarity in all case.
 Refreezing: refreezing refers to the process under which the employees shall
understanding and use it in action, the activities which are taught by the higher
authority of the managerial team (Shirey 2013).
Furthermore talking about suitability of different models in the organization, it shall be noted
that the organization uses such approaches depending upon change which they want to
implement in workplace. In more precise manner it shall be noted that the Thurley model is
majorly used in organizations when they need to change the whole structure of the organization.
To make all elements present in the management acceptable towards the changes, this approach
is used. Whereas, in case of the Lewin’s model, it is majorly used when the organization wants to
make changes in one specified department of the company so they unfreeze that department and
initiate changes and freeze it. Thus, depending upon the change and suitability the organization
makes use of such models.

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Resistance to change
There is a well-known saying which states that occurrence of change in an organization is not the
problem but resistance to change is a major problem caused inn organizations. Resistance to
change refers to the rigidity of the organizations to adopt and implement activities which
includes change in the organization. If the workforce present in the organization in not flexible
and welcoming towards innovation then it becomes difficult for them develop change in the
organization (Shimoni 2017).
Further it shall be noted that resistance to change is an initiative taken by the individuals or
groups when they feel that a change is going to occur in their workplace environment. There are
many factors due to which the employees resist to change happening in the organization, maybe
they fear of losing their power in the organization or they do not have efficient knowledge to
adopt the innovative changes happening in the organization. Also there is all type of people
present in the organization, some might look at this change as a positive aspect and other might
not. But it depends upon the capabilities of the managers to satisfy all the employees in the
organization and ask them to implement the change management practices in the organization
(Ouma 2017).
Importance of Change Management
Considering to the above statement the fact is understood that change management is an
important aspect which shall be initiated by the employees in the organization. Further the
important of such change in an organization is discussed below:
 Reduction in cost: With the implementation of innovative and creative ideas in the
organization, the management tends to reduce the cost implied in the organization. With
the use of such practice the organization eliminates the areas which incur heavy cost
resulting to which, the company receives more profits and less expenses.
 Innovation: innovation is the biggest aspect which an organization attains with the
initiation of change management process in the organization. This tool is utilized in the
organization with the help of change management process only. Also change
management process eliminates the traditional methods and helps the organization to use
new and innovative trends present in the market (Hayes 2014).

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 Decrease in resistance: resistance is an aspect related to change management which
reduces the growth of the organization in the global context. As this process stops the
organization from implementing changes in their internal management, due to which the
company lacks the pace in the international market and falls behind in the competition.
Resulting to which, with the help of the process of change management in the
organization the employees become flexible to adopt such changes and become habitual
to that. Also it shall be noted that with the help of this process the employees increases
their efficiency to work as well (Langley, et.al., 2013).
Conclusion and Recommendation
Thus, in the limelight of above mentioned events the facts that shall be noted are that all the
organizations in today’s world need to implement the change management process in the
organization. This process helps the organizations to become competent in the target market so
that they can effectively compete in the market. The above mentioned task discusses about the
change management theories and its implication in the internal process of the organization.
Further the task justifies to the requirements of the task and explains the importance of change
management implications in an organization. Further there are few recommendations which shall
be used by organizations to improve the efficiencies in a better way which is discussed below:
 Plan: In order to initiate a plan initially the organization shall implement a plan on the
basis of which they shall aim to implement changes in the organization. A Valid vision
and mission shall be implemented by the managers in the organization.
 Communication: Further communication of the planned task shall be implemented in the
organization. Communication will help the employees to talk about their issues and
resolve them effectively in the organization. Further communication will also help the
mangers to initiate the change management plan effectively. Also the managers shall
communicate the plan in simple words so that it is understandable by all. Further after
which the superiors shall monitor the activities and then communicate the scope of
changes as well.
 Motivate: Motivation is one of the most important aspect with the help of which
employees can focus and accomplish their change management objective in the

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organization. If the manger would motivate the employees then they would become more
efficient to initiate changes in the organization.

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References
Bogers, M. & West, J., 2012. Managing distributed innovation: Strategic utilization of open and
user innovation. Creativity and innovation management, 21(1), pp.61-75.
Burke, W.W., 2017. Organization change: Theory and practice. Sage Publications.
By, R.T., Burnes, B. & Oswick, C., 2011. Change management: The road ahead. Journal of
Change Management, 11(1), pp.1-6.
Carter, M.Z., Armenakis, A.A., Feild, H.S. & Mossholder, K.W., 2013. Transformational
leadership, relationship quality, and employee performance during continuous incremental
organizational change. Journal of Organizational Behavior, 34(7), pp.942-958.
George, B.U.C.Ă.Ţ.A., 2016. Organizational Change Management: Part Of The Management
Strategy. Revista Economică, 68(5).
Hayes, J., 2014. The theory and practice of change management. Palgrave Macmillan.
Kim, T., 2015. Diffusion of changes in organizations. Journal of Organizational Change
Management, 28(1), pp.134-152.
Langley, A., Smallman, C., Tsoukas, H. & Van de Ven, A.H., 2013. Process studies of change in
organization and management: Unveiling temporality, activity, and flow. Academy of
Management Journal, 56(1), pp.1-13.
Ouma, C.A., 2017. Planning for Organizational Change and the Role of Leadership in
Implementing Change.
Pugh, L., 2016. Change management in information services. Routledge.
Shimoni, B., 2017. What is Resistance to Change? a habitus oriented approach. The Academy of
Management Perspectives, pp.amp-2016.
Shirey, M.R., 2013. Lewin’s theory of planned change as a strategic resource. Journal of Nursing
Administration, 43(2), pp.69-72.

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