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HRMT20028 || Organizational Change Management

   

Added on  2020-02-24

8 Pages1910 Words110 Views
Running head: ORGANIZATIONAL CHANGE MANAGEMENTOrganizational Change ManagementName of the studentName of the universityAuthor note

1ORGANIZATIONAL CHANGE MANAGEMENTIntroduction The present business scenario is much more complex and diverse in nature compared to adecade ago. The market requirement is changing rapidly with the change in the taste andpreference pattern of the customers. Thus it is one of the key aspects for the contemporarybusiness organizations to consider the change in the market and industry and effectively adoptwith it (Alvesson, & Sveningsson, 2015). The more effective and accurately they can adopt withthe change in the market, the more will be their maintenance of the competitive advantages.Thus, it is also important for the contemporary business organizations to effectively implementchange management in their internal organization in order to design their organizational practicesand cultures according to the latest market requirement (Hayes, 2014). However, there arevarious contradicting theories being given by number of authors regarding the changemanagement along with their challenges and solutions. This essay will discuss about the varioustheories and literatures regarding the resistance being faced in the implementation of the changein the organization along with the initiation of the organizational culture to overcome thesechallenges. Critical analysis of the change in organization Majority of the authors have given the positive opinion about the change management inthe organization. According to Benn, Dunphy and Griffiths (2014), change management isinevitable in the present business scenario and it helps in enhancing the business sustainability ofthe organizations. According to them, organizations should change their policies and strategieswith the change in time. This will enable them in having their business approach according to thecurrent market requirement. Thus, the probability of the survival of the business will get

2ORGANIZATIONAL CHANGE MANAGEMENTincreased if the change management is being implemented effectively. However, on the otherhand, few authors such as Fugate, Prussia and Kinicki (2012) have given some different opinionabout the change management. According to them, the implementation of the changemanagement in the organizations involves various complexities. Thus, determining the issueswith the implementation of the change in the organization is also an important aspect to beconsidered. According to them, there are various issue that can be generated due to theimplementation of the change management. One of the key issues is the resistance from the sideof the employees in adopting the change. The new change policy that is going to be implementedin the organization may not be accepted by the employees. Thus, it will create issues in theinternal management of the organization. According to Blackmore and Sachs (2012), there are various factors that should beconsidered and identified before the implementation of the organization change management.This is due to the reason that, there are various stakeholders being associated with theorganizations such as employees, suppliers’ and customers. Thus, it is important to determine thevarious aspects such as gender, background and skills of them in order to effectively implementthe change management. According to them, without proper determination of these aspects of thestakeholders in the organization, the change management cannot be effectively implemented. Various models in change management There are various models and theories that are being available to the organizations inorder to effective implementation of the change management (Hechanova, & Cementina-Olpoc,2013). One of the prominent is being the Lewin’s model of change management. According toCameron and green (2015), Lewin model of the organizational change is the most effective

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