Value and Contribution to Organizational

This article discusses the value and contribution of organizational change management and the role of HR in implementing change. It also explores how organizational design must respond and adapt to change management. The different types of changes that can affect organizational design are also discussed.

Organisational change refers to any modification and
alteration that generate in workplace and affect entire
working activities and working environment. The
changes can be occurring in working process,
technologies, products and others or they create positive
and well as negative impact upon the firm. For
monitoring the change within a company there is a
change model which was developed by Kurt Lewin's.
This model of change consists three stage which refer as
Unfreeze, change and refreeze. Accordant to Lewin,
change for any firm is a complex journey which may not
be very simple and mostly consists different phases of
installations or misunderstandings before accomplishing
the phase of equality and stableness.
Unfreezing- It is the first stage of change which consists
preparing the company to adopt that modifications
which is required to the company to make development
in the profitability and productiveness. It is one of the
most complex phase in the whole procedure of change
management. It consists developing the readiness as well
as the willingness of individual or organisation to
modification by bringing up a realisation for moving
from the existent consolation zone to a changed
condition.
In Unilever, in this stage, the manager of the company
performs all plan in context of implementation of new
technology so that they capable to minimise waste and
produce effective commodities. It will help in getting
attention of number of consumer and investors. At this
extent, the management of the firm can make modification
on temporary basis and the major motive is to test new
technology.
Refreezing- It is the last stage of change management
model, in this phase organisation and individual move from
the stage of change to a much more stabilised state which
can regard as the state of equilibrium. In this phase
organisation adopt or internalise the new ways of working in
change situation by adopting it as an important thing. In
Unilever, in this phase, the management of the firm will
design plan of action in context of accepting new
technology which assist in minimising waste for
manufacturing activity. It will have completed after
successful testing of technology at alteration phase.
It includes devising organisation and its management
aware of the requirement for change and developing their
encouragement for adopting the new ways of working for
getting effective outcomes. In this phase, effective
communication plays a crucial role in getting the needed
support and engagement of the individual in the change
procedure. In this stage, the manager of Unilever
develops a new plan such as they want to accept a new
technology which assist in manufacturing process in term
of minimising wastage of the resources which are used by
the company to produce products with the purpose of
fulfilling needs and demands of their target audiences. So,
the management of the company will assure with their
workforce that they are ready to adopt change which will
be beneficial for the company in different manners like
increasing productivity as well as profitability.
Change- It is the next phase of change management
model and in this stage, the modification is implemented
actually. It consists the acceptation of the new ways of
doing things in which workers of the company are
unfrozen and work for implement the alteration. In this
phase, the management of the company do careful
planning, efficacious abstraction and encouraging the
involvement of the employee for supporting the
modification which is necessary. This stage of transition
is not easy cause of uncertainties and fearful workforce.
Value and Contribution to Organizational
How organisational design has to respond
and adapt to change management

By implementing this conception and model, the
human resource manager of Unilever capable to use
new technology for manufacturing commodities which
assist in minimising waste in efficient manner.
Role of HR in administrating change
Motivate and encourage workforce- In
Unilever, the human resource manager will assure that
the workforce of the company will be encouraged in
context of accepting plans which are designed in order
to make change in production process. In addition to it,
they also motivate them to make involvement in
determination devising process.
Hire fresh talent- In Unilever, HR manager of
the company recruit new, skilled and experienced
workforce which aware with the utilisation of new
technologies in context of accepting new production
procedure so that the firm can execute change in
efficacious and adequate way.
Employees relation- In Unilever, HR
administrator, improve and manage effective relation
between the staff members so that when they are
working in a group by using new technology then they
can share all the information with each other and have
effective communication.
Role of HR in organisational design
Implementation of innovation- In Unilever, in
context of organisation design, HR administrator will
design effective change management plan of action
which assist them in accepting innovation in efficacious
way. For example, the management of respective
company make inn ovation by using new technology
which help in minimising waste and assist in increasing
productivity and profitability.
Train workforce- In Unilever, when the firm
adopt change in term of using technology then the HR
manager of the company must offer training
development program so that they aware with the use
and purpose of this technique.
Up-gradation of resources- In respective
company, HR manger play role by provide required
resources to implement change of use of new waste
minimisation technology in production process. So that
employees can do their work effectively and complete
it on time.
Organisational design must respond and adopt change
In context of Unilever, activity and process which they
accept in order to use plan of organisational design, is
explained under:
Recruit experienced employees- Accordant to it, the
administration of Unilever recruit skilled and experienced
workforce which direct to other staffs that how they will use
the technology and machines which will use by the firm to
minimise waste.
Upgrade resource- It is also crucial for the
management of Unilever to upgrade the resources as per the
new advance technique so that change can implement
effectively in production process.
Offering training and learning- It is also crucial for
the respective company so that the workforce of the company
can get information about the efficacious ways of using new
advance technology which help in reducing waste in
manufacturing activity.

Different types of changes that can affect organisation design
In this competitive world this is essential for the organisation like
Unilever to adapt the change which is beneficial for the
organisation. As the environment changes the HR manager
should make changes in the organisation such as implementation
of new policies and change in work culture.
Hence this help in creating positive environment in the
organisation. Here some of the changes which are explained
briefly down below.
Transformational change: This change is target
specially to organisational strategy. The companies
which use rapid change in their organisation tends to
have more success rate in comparison to other
companies. In the context of Unilever, the HR
manager should bring new technology along with
culture trends as this aid in improving the efficiency
of the workers in the well define manner.
Furthermore, transformational change must be
accountable for the current situation and also
provide direction to organisation for making quality
decision for betterment and growth.
Personal change: This kind of change
occur when the firm hire mass number of
employees. For the organisation like Unilever HR
team should hire fresh talent as this help in
improving the atmosphere and also promote
efficiency in the organisation. The HR have the
responsibility to provide training to the new joining
as this will assist to improve the efficiency and
Critically evaluate the complex relationship between
organisational design and change management
The linkage between the design of the
organisation structure and its resistance are long lasting.
For instance, this is very common for the for technology
organizations to have a relatively flat structure because
of the nature of the industry that is rapidly changing.
Organizational structure explains the organizational
behaviour and determine the firm culture. The company
mainly focus on the developing the structure and
hierarchy and make sure that all the activities are done in
the well define manner. Whereas change management
emphasis on implementing new policies and other
change which help in making better working place for
the employees to work. Beside from this, change
management focuses on improving the quality of the
workers by providing them better training and
development programmes in the well define manner.
These work together and bring out the useful result in for
the organisation. Company which ignores the changes
and do not adopt the new technology this leads to slow
down of performance of the Unilever. So the
management of Unilever should implement new changes
as per the need and requirement of company.