Change Management in Visa Inc.: Strategies and Barriers

This essay discusses the importance of change management in Visa Inc. and the strategies and barriers involved in implementing it. It covers the reasons for managers and leaders to engage in positive change, overcoming barriers to change, and ethical aspects of change.

project 1 essay

TABLE OF CONTENT
INTRODUCTION...............................................................................................................................3
MAIN BODY.......................................................................................................................................3
CONCLUSION....................................................................................................................................7
REFERENCES....................................................................................................................................8

INTRODUCTION
Change management implies to be a systematic approach which helps out to
transform and make general transitions in the companies and the organisations in order to
achieve their goals and targets. This is an important step which is been taken by the
companies and the firms so as to make the transitions in their technologies, processes and the
aims in future. The main element and the purpose for the change management is to
implement certain strategies which are being occupied for controlling the change within
effecting method and also to adapt variable areas through which changes can be altered. The
important elements which are being required in the successful change management are
benefits, vision, methodology, resources. It is an important approach through which the
techniques and the new implementations are being made for the benefits and to create wider
impact which are being made by focusing on individuals and their needs (Budhiraja, 2021).
The organisation chosen in this essay is Visa Inc. It is a well-known financial services
company headquartered in California US which manage all the payment systems and the
credit cards along with the facility of electronic fund transfers, prepaid and debit cards. This
report will cover reasons for the managers and leaders to be engaged in the organisation for
the positive change along with a positive change your gender and also the barriers to change
that can be overcome
MAIN BODY
In order to manage in a systematic manner change is an important and necessary
process as it helps out to create a significant impact in the companies and their main objective
is to improvise and create a productive environment for the organisation. But there can be
seen that change mainly creates a traumatic situation as people are unaware about it and it is
difficult for them to adapt the new changes and removing all the former processes which are
being embraced by them and the organisation earlier managed (Akkaya, Gunsel, and
Yikilmaz, 2021).
Managers and leaders can use effective methods in order to create positive changes
in the company as well the organisation implies to need a proper motivation in correct
direction for their employees with the improvement and innovation that can only be made
through the sustainable changes in the company through which proper communication can be
made. Visa Inc. In order to engage the organisation towards the positive change can lead to
invest in the skills by connecting with the values and focusing on the behaviour through

which they can remove all the vagueness and focus the drive towards the innovative
approach.
People are usually not wish to engage in any kind of change as due to certain reasons like,
lack of clarity this implies that changes are usually being seen that they lack a proper and a
clear vision. Employees in the company are unaware about the current state which is being
adopted by organisation and they are not being able to manage all the desired or required
future state. All such and clear visions can drive them towards the lack of clarity due to which
all such smooth transitions are not being able to managed (Howes, Howes, and Huffcutt,
2021). Strategic shortcomings this implies that leaders usually make certain strategies for the
effective change but all such change management and the outcomes which are being made by
them or not in a proper approach and in a systematic manner which create an unclear nature
and a threat in the mind of the workforce.
Ineffective change communication is mainly method in which all the change
management communication outlines that they are not having the proper actual reason and an
effective communication that is being made with their employees towards their stress and the
reason for their transitions and changes. Through which team ploys do not get any kind of
transparency regarding the reason for which these future goals are being framed. Change
resistant culture is also another factor as due to the longer running of the current processes in
the company and the more investment of time and their work by the employees can make
them comfortable with their working environment. All such status quo makes them to create
a comfortable working environment which is being made through a lot of inertia in the
company. And when such change management is being implemented it creates various
internal and external issues like poor behavioural control, politics, personal agendas issues
regarding to the surfacing create a major impact in the change management. All such create a
major issue in the people as they were not being wishing to engage in any kind of change
management and as in context to Visa Inc company there is being implied that all such are
the main reasons that the employees working over there are not being comfortable while
engaging in any kind of changes(Mandela, 2021).
In order to overcome all such barriers to change management there can be seen an
implementation of certain strategies which are like, Employers and the managers needed to
prepare a proper report and clarity regarding to their changes and also explain about the
reason for which the changes needed and the method in which it will be affected in the ways
in which they are going to manage it. It will help them out to create a smoother transition and

also focus on the strategies through which a clear vision of the project ideas has been given to
the employees who are being working and also make them know about the reason for which
all such effective strategies are being taken.
The managers and the employers instead of directly announcing about the changes
they should make their employees to adjust and expect with the ongoing changing trends and
also make them aware about the strategies which they are going to uptake in future. They
should also give further trainings and development sessions to their employees so they will
not face any kind of difficulties while adapting all such transitions and can feel and manage
all the adjusting scenarios with the communication and their strategizing elements (Fauzi,
Antoni, and Suwarni, 2021). Some strategic shortcomings are being implied it through which
the managers should provide about the areas for which the need of changes being made and
also create an analyzation for the resources that are being needed in the change
management, training and support, realistic timelines, risk which are being associated with
all such kind of changes, measurable KPI and all the regular feedbacks are to be taken from
the employees for all changes that are being taken in the future programs. All the change
leaders and employers should lead to manage a clear vision Through which they should
create a clear map for the stakeholders in order to create a further impact for the leading
change. They can also focus on improvising in managing the individual transitions by making
the conduct of environment for the leading change.
All the top management creates proper essential areas through which the change
initiatives are being taken for managing and sponsoring the job and also to create the onus of
change through which the leading examples are being created on different entry level of the
employees and also to implement the board to know about the areas in the strategic method
through which all the ground level and the another entry-level is being focused for
implementing the strategies. In order to manage the proper disciplined management, there is
required to accelerate implementation of change management in a strategies manner and it
should be created scalable areas and project through which all the operational changes are to
be transformed in a systematic manner and employees should be governed about the changes
the proper investment and systematic approach (Reina, and Scarozza, 2021).
All the communication plan should be addressed with empathising and implementing
to avoid all kind of ambiguity so as to achieve the milestones in every step. They should also
focus on using initiatives through which involvement of employees can be managed and

accepted in order to gain all die change project all the feedbacks should be taken from the
employees regarding the implied changes. It is important to motivate all the employees in
order to reduce their management and dependence for all the legacy methods and on the
further consequences through which the change resistance is managed. The training and
support needed to be given with the proper digital adoption and innovation so that it will
boost the employee productivity and also guide them and foster them for the culture to drive
and manage the adoption (Yang, and et. al., 2021).
Strategies which are being used in order to manage the organisational change in
Visa Inc. are certain proactive initiative areas through which all the alignment and effective
management can be implied. The company can use the people few change in which they
should try this all their employees and sustain all its momentum according to the
development and innovation. Leaders and the managers in order to make the change easier
should engage their employees from the company so as to accomplish all the targets. All the
managers in the company should connect with all the important business strategies through
which they can enhance their success by blending the psychology of all the changes and also
by globally implementing the research in a strategized form. They should also empower their
employees towards the better communication and also to give them a mobilising need and
requirements which are being made for the change management. Other than this we should
also give a proper clarity regarding the need of the change management through which a
proper communication is being implied. They should focus on engaging the employees in a
proper two-way communication by focus groups, surveys, informal feedback collection and
many more all this will help the employers to gain the valuable feedbacks of the employees
and their embrace that are being required in participation of the change management. There
should not be any ignorance with the resistance and they should also focus on effectively
managing the engagement of employees and also to give a consistent, clear and transparent
views regarding the ideas (Anwar, and et. al., 2020).
Other than this Visa Inc. should focus on Lewin’s change management model
through which all the management of the involvement of the people for the change
management is implied this model creates three stage process through which all the
description regarding to the changes are being implemented in which the initial stages is
Unfreeze this involves oppression of the company in order to accept all the important and
required changes for breaking down all the existing working scenarios so as to build and
manage the new operating systems. In this stage the proper determination for the need with

the understanding for the change and their framing of issues are being made. Second stages
change as in this the people and the employees begin in order to resolve all the uncertainty
through which the company will get the support in a proper direction. Here the change which
is being made by the company should be implemented so as to make the benefit and also to
create a proper fall in line for the benefit of the company. Lastly there is Refreeze through
which when all such changes which are being made by the company is being impressed and
the new way of company is being fixed this is generally the outward sign through which the
stability of the companies work and the consistency in the job description are managed.
Refreeze is also being required for the help of the people need and also to internalise all the
changes. There should be given a proper stability in which employees will be made
comfortable and confident for the new style of working(Krishnan, 2021).
Ethical aspect of change is mainly that change is generally inevitable in all the
companies and it can also be made through the improved areas of resources through
allocation, budget tightening, re-engineering all the business processes and various factors
through which restructuring has been managed. Regarding all the important areas the
initiation of change is mainly on ethical issue through which the main concern is being
framed. As external change is being implied through the management and also through the
data analysis which are being made through organisational issues. The change assistance
mainly promotes all the ethical changes in the initiative through which the development of
the appropriate areas in the organisational culture with their set of principles, beliefs and
values are being dictated to the employees. All the company employs and the managers need
to focus on deep ethical factors so as to create trust in the consumers. Managers in order to
promote the ethical change should focus on establishing their culture, code of conduct which
can be met through following the norms and values in the organisation. For effective change
management that is required to manage constructive criticism, openness in the departments,
conformity to all the policies, clear and transparent communication and also non-
discrimination with the workplace respect culture in the companies (Jacobsen, 2021). These
all are ethical factors which are being required and can bring change in the employees and
their working attitude. All the management and the organisation needed to be followed the
code of ethics through which all the policies are being bind it with the ethical standards.
Employees are there by when finding the changes needed to be constructed with all the
accountable process through which the ethical manner and the promotion of ethics and their

values are being managed. All such cultures with the changes can be initiated and this can
resist and provide a greater value is in a positive manner.
CONCLUSION
From this above report it is concluded that change management is mainly an approach
which helps out in transforming the organisational company in a better manner by
implementing certain strategies and the systematic transitions to obtain the goals and targets.
For creating the growth in the organisation it is important that managers and leaders should
focus on positive changes in the companies. Some of the main barriers that are being seen in
the changes are like strategic shortcomings, in effective communication, change resistant
culture and many more. All such issues can be overcome by creating a transparent
communication with all the employees in the company by providing detailed training and
development sessions and also buy realistic timelines, measurable KPIs and other associated
management with changes. Further it is also concluded that levels change management helps
out to strategies for the changes in the company and Visa Inc can use it to manage the
effective strategies. All the ethical aspects regarding the changes are being made so as to
create values and norms in the company and by focusing on the positive attitude and culture.
REFERENCES
Jacobsen, D.I., 2021. Organizational change and change management. Vigmostad & Bjørke.
Krishnan, R., 2021. The Dynamics of Change Management in Start-ups.
Anwar,and et. al., 2020 Miles and Snow Typology: most influential journals, articles, authors
and subject areas. Journal of Organizational Change Management.
Yang, and et. al., 2021. Thermal performance of honeycomb-like battery thermal
management system with bionic liquid mini-channel and phase change materials for
cylindrical lithium-ion battery. Applied Thermal Engineering, 188, p.116649.
Reina, R. and Scarozza, D., 2021. Human Resource Management in the Public
Administration. In Organizational Development in Public Administration (pp. 61-
101). Palgrave Macmillan, Cham.
Fauzi, F., Antoni, D. and Suwarni, E., 2021. Mapping potential sectors based on financial and
digital literacy of women entrepreneurs: A study of the developing
economy. Journal of Governance and Regulation, 10(2), pp.318-327.
Mandela, N., 2021. Change Management as the Trigger for New Work. New Work,
Transformational and Virtual Leadership: Lessons from COVID-19 and Other
Crises, p.31.

Akkaya, B., Gunsel, A. and Yikilmaz, I., 2021. Digital Management Towards Society 5.0: A
Review of the Framework for Kurt Lewin Theory During COVID-19
Pandemic. Emerging Challenges, Solutions, and Best Practices for Digital
Enterprise Transformation, pp.120-137.
Budhiraja, S., 2021. Can continuous learning amplify employees' change-efficacy and
contextual performance? Evidence from post-merger Indian
organization. International Journal of Manpower.
Howes, S.S., Howes, J.C. and Huffcutt, A.I., 2021. Ch-Ch-Ch-Changes, and IO psychology’s
role in managing them. Industrial and Organizational Psychology, 14(1-2), pp.156-
159.