Essay on Change Management

The objective of the report is to enlighten the reader with the information about change management practices occupied by the business. Change management refers to the process changing the business so as to increase the effectiveness and implement certain achievements in the external environment. The given paper informs the reader about the three change management strategies that the business has already adopted to implement various new activities in the business.

Running Head: Organizational Development & Design
Organizational Development & Design
[Type the document subtitle]
Laptop04011
[Pick the date]

Organizational Development & Design 1
Essay on Change Management
The objective of the report is to enlighten the reader with the information about change
management practices occupied by the business. Change management refers to the process
changing the business so as to increase the effectiveness and implement certain achievements in
the external environment. The given paper informs the reader about the three change
management strategies that the business has already adopted to implement various new activities
in the business.
Firstly, the company implemented flexibility strategy in the business so as to make the
employees comfortable with the change management strategies in the business environment.
Flexibility aspect helps the business in enhancing competiveness in the business environment.
Flexibility helps in gradually changing the internal environment of the business while motivating
the employees. It helps in making the employees comfortable with the changes and positively
introducing them in the business environment. Flexibility aspect improves efficiency of the
business and increase the trust of employee on the company and its higher-level authority. In the
contemporary organizational environment, it has become important for the companies to initiate
flexibility so as to make changes in the business (CIPD 2019).
The flexibility strategy helps the business in increasing the innovation capacity of the employees
and competency as well. Flexibility helps the business developing brainstorming ideas and
working on them as well. It helps the business in reducing the rigidness of the internal process of
the organization and making the employees gain trust on the activities of the top-level
management of the company. The flexibility aspects is always instructed by the top level
management but implemented by the employees of the company. Thus, it should be noted that
this aspects also helps the employees in attaining more recognition in the business environment.
Flexibility has become a crucial part of the business as it helps the business in positively
welcoming new technology in the business environment.
It also makes the employees think in a competitive manner. It keeps the employees to think of
innovative ways in which they can help the organization and compete with each other in a
healthy manner (Butt, Nawab, and Zahid 2018). Therefore, it should be noted that it was
understood that flexibility is an important aspect for the business and adoption of this type of

Organizational Development & Design 2
strategy in business will open ways for future scope of improvement. It will help the business in
recognizing new and emerging trends present in the environment and working on them as well.
In this way, flexibility will further help the external consultant in implementing change in the
organization.
Secondly, it should be noted that it is important for the business to ask for feedback from the
employees of the company. The feedback system helps the organization in understanding the
situation of the employees and the problems faced by them as well. Thus, the company has
developed the habit of asking for feedback from the employees of the company. The feedback
system also helps in analysing the reason why the satisfaction level of the employees is reducing
and why they need to implement changes in the business environment. If the business will not
take care of the interest of the employees then the employees will also not focus on the success
of the company as well. The feedback system helps the organization in increasing the motivation
level of the employees by evaluating their point of view in the organization (Burke 2017).
Feedback is the process through which employees get to comment on the functioning and system
of the company without facing any pressure or boundation. Through this process, they get to
provide a clear view of their opinion about the company. This process helps in understanding a
true and fair view of the activities of the organization. Thus, it should be noted that asking for
feedback strategy would help the business to retrospect their strategies and changing them
accordingly (Rees, and Smith 2017). Thus, this type of strategy helps the business in change
management by initiating conversation with the employees and analysing their point of view for
the company as well. In this way, the business would be able to recognize the employees who are
concerned about the organization. This process of also keeps the organization up-to-date with the
trends present in the labour union and the market as well. Feedback helps the organization in
influencing change by providing paperwork to the organization regarding the areas that needed
to be worked upon (Smither, Houston, and McIntire 2016). The feedback system thus triggers
the change management process in the business and make the employees to themselves choose
for the changes that they want in the business so that they cannot resist towards such changes on
its implementation.
Lastly, it should be noted that the third strategy that the business implemented for the purpose of
change management. Communication is the key to make things done in the business

Organizational Development & Design 3
environment. Thus, third strategy that the organization implements is to initiate effective
communication in the internal business environment. Change requires effective communication
so as to eliminate the resistance to change problem from the business. Actually change all the
activities in the business environment are incomplete without effective communication.
Communication is the process through which people get to know about the perception, opinion
and mind set of other people regarding the problem. It helps in releasing the tension and pressure
from the environment and converting it into ideas on the basis of which the business can work.
Thus, company has developed the strategy to never stop the communication process even if is
difficult to communicate or any conflict arises (Hyland, Lee, and Mills 2015).
The company develops the team building activities so as to interact with the employees and
develop the level of communication as well. This type of team building fun activities make the
employees implement verbal as well as non-verbal communication in the business environment
due to which formal as well as informal communication in implemented in the business
environment. Most of the conflicts in an organization disappear when the parties talk to each
other and try to reach out for a solution (Butler 2016). Thus, in the process of change
management, communication helps in eliminating the resistance to change process because it
helps the employees in communicating the concern with higher level authority of the
organization. Resulting in which effective change management process is implemented without
facing difficulties as well. Strong communication acts as a tool in keeping the employees
motivated and focused towards the goals and helps them in changing and becoming better as
well (Hornstein 2015).
Thus, it should be noted that with the implementation of above three strategies, it has become
clear that the company is prepared to implement changes in the business and the employees of
the company are also ready to adopt such changes in the business environment. The employees
will not resist to maximum extent if they dislike the change because they believe in decisions of
the company and will abide them appropriately (Burnes 2016). Thus, it should be noted that
these strategies would make a huge difference in the change management process and resistance
to change activity in the company. Without implementation of above mentioned three strategies,
the organization would definitely face resistance to change from the end of employees. The three
strategies that the company implemented are development of flexibility, feedback sharing and

Organizational Development & Design 4
communication (Garavan 2016). So, it should be noted that if flexibility is not present with the
organization then it means that the business structure is rigid and there is no space for change in
the organization. In this way, either the business will become incompetent for not implementing
change or the management will face high degree of resistance from the part of employees
because they had never experienced change in their course of action for a long period of time
(CIPD 2019). Secondly, the feedback process will provide help to the organization in reducing
the resistance to change by providing details to employees and the company regarding the
change that should be seen in the organization (Attah, Obera, and Isaac 2017).
Feedback provides the opportunity to the people to get information about the aspects that are
needed for change in the business. Resulting in which, employees easily agree for change
because the organization hold the proof of change in the business. Lastly, it should be noted that
communication is the key for effective change management process in the business.
Communication helps in resolving several issues of the business while focusing on the major
goal of the business. Thus, the fact should be noted that in this way, such strategies implemented
by the business helps the organization in directing effective change management strategies
without getting attacked by resistance to change at workplace. Resistance to change eliminates
the efficiency of the change management process. Thus, it should be effectively managed even
before implementation of change at business (Burnes 2016).

Organizational Development & Design 5
References
Attah, E., Obera, V.A. and Isaac, S., 2017. Effective leadership and change management for
sustainable development in Nigeria. International Journal of Public Administration and
Management Research (IJPAMR), 4(2), pp.37-42.
Burke, W.W., 2017. Organization change: Theory and practice. Sage Publications.
Burnes, B., 2016. Change management. In Encyclopedia of Human Resource Management.
Edward Elgar Publishing Limited.
Butler, L., 2016. Human Resource Management: managing change. Teaching Business &
Economics, 20(1), p.8.
Butt, F.S., Nawab, S. and Zahid, M., 2018. Organizational Factors and Individual Effectiveness:
Moderating Role of Change Management. Pakistan Journal of Psychological Research, 33(1).
CIPD., (2019) Change Management [online]. Available from <
https://www.cipd.asia/knowledge/factsheets/change-management > [Accessed on 7 August
2019].
CIPD., (2019) Changing HR operating models [online]. Available from <
https://www.cipd.co.uk/knowledge/strategy/hr/operating-models > [Accessed on 7 August 2019].
Garavan, T., 2016. Management development. In Encyclopedia of Human Resource
Management. Edward Elgar Publishing Limited.
Hornstein, H.A., 2015. The integration of project management and organizational change
management is now a necessity. International Journal of Project Management, 33(2), pp.291-
298.
Hyland, P.K., Lee, R.A. and Mills, M.J., 2015. Mindfulness at work: A new approach to
improving individual and organizational performance. Industrial and Organizational
Psychology, 8(4), pp.576-602.

Organizational Development & Design 6
Rees, G. and Smith, P. eds., 2017. Strategic human resource management: An international
perspective. Sage.
Smither, R., Houston, J. and McIntire, S., 2016. Organization development: Strategies for
changing environments. Routledge.