Organizational Change Management | Report

Running head: ORGANZIATIONAL CHANGE MANAGEMENT
ORGANZIATIONAL CHANGE MANAGEMENT
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ORGANZIATIONAL CHANGE MANAGEMENT
1. Introduction
In the current business scenario, the organizations need to continuously improve its
employee performance by boosting its production and increasing the sales of the organization.
There are various external environment forces such as restructuring of the organizations, global
competition, merges, acquisitions and rapid advancements of technology which creates urgency
for the company to initiate change. It is the responsibility of the human resource department of
the company to protect the employees of the organization from the negative effects of
implementing change (Benn, Edwards & Williams, 2014). The purpose of the essay is to
determine the significance and the role of the human resource development as an agent of the
change management in the organization. It analyzes the elements and forces of the external
environment which play an important role in driving the organizational change.
2. Change management of an organization
According to Cameron & Green, (2015), Change management in an organization can be
defined as the transformation and modification of the organization as a whole or in part for the
purpose of maintaining its competitiveness in the market or to improve the effectiveness in the
operations of the organization. It is an approach taken by the company for modifying the teams
and departments for the desired goal to be attained in the future (Sofat, & Kiran,2014). The
present business scenario is highly turbulent and uncertain; hence it is important for the business
organization to embrace changes in the structure and operation of the business for long term
sustainability in the market place.
The human resource development as change agents can help the employees to improve
the organizational knowledge, abilities and skills. They can improve the work performance

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ORGANZIATIONAL CHANGE MANAGEMENT
through proper instruments and tools (Bouckenooghe et al., 2019). Various theories can be
implemented by the change agents such as Kurt Lewin’s three steps change model. According to
the model the three step process of implementing change includes unfreezing, moving and
refreezing. Unfreezing is the step to avoid the resistance to change, the next step is to resolve the
uncertainty among employees and implement new ways to doing change. Refreezing takes place
when verifying the progress of change and fusing it into regular business (Shirey, 2013).
2.1 Internal and external factors for driving organizational change
External factors for organizational change
Political forces: many laws and regulations formulation by the government of the country to
regulate the operations of the companies can affect the functioning of business.
Market conditions: the market conditions are highly dynamic in nature, the needs and demands
of the customers are changing at a fast rate (Hayes, 2018).. There is increase in the level of
competition in the market.
Technological forces: The technologies are advancing at a rapid rate and it is highly responsible
for organizational change.
Social changes: Here is a rapid evolvement in the education level, explosion of knowledge and
other changes in the social norms which can be challenging for the organization (Hord & Hall,
2014).
Internal factors influencing change
Change in the managerial level: The retirement and replacement of old managers and new
managers. New executives bring in new ways of working which in turn influence change (Jones,
2013).