Detailed Analysis: Change Management in Organization Essay

This essay provides a comprehensive overview of change management within organizations operating in a global business environment. It begins by highlighting the ethical issues organizations face and the importance of establishing a code of ethics. The essay then explores the factors influen...Read More

“Change Management in organization”
In the global business environment, the business process faces numerous ethical issues which
they need to correct with their business activities. It is the responsibility of the organization to
develop certain code of ethics that every member connected to the organization shall follow and
put them in their daily activities. Fundamental issues of ethics include integrity and trust and the
complex issues of ethics include decision making process, accommodating diversity, compliance
and governance etc. The fact shall be taken into account that all organizations face the ethical
dilemma in today's world, and handling such problem with solidarity is very important for the
organization; because it will help the organization to gain the trust of employees and customers
of the organization (Bogers, & West 2012). Further the essay provides a brief overview of the
ethical issues and implications in an organization, primary targets of change management, reason
or this change and various theories which adequately defines the process of change in an
organization. Further details about the task are discussed below:
There are many aspects which shall be considered by the organization while deciding the change
management process in an organization. As change is not restricted to a part of the organization,
but its effects are spread on whole functionalities of the organization. Thus, the fact is be known
that all the organization shall understand, analyses and then apply the change process in the
organization while looking at all the important factors which can neutralize the change in the
organization (By, Burnes, & Oswick 2011). Further the factor which affects change in an
organization can be segregated into two parts that is internal factors and external factors. The
internal factors are those which are present in the internal environment of the organization and
affect in working of the organization whereas external are those key consideration which are
present in the external environment of the organization and initiate change or affect changes in

an organization. Talking about competition, it is one of the most important factors which shall be
evaluated by the organization in order to initialize change management. The entrance new
competitors in the market cause change in the marketing strategy of the organization. This
process initiate change in the organization and it also affect the change strategy of the
management as well (Carter, et. al., 2013).
Another important aspect which shall be considered in technology, it is the major factor which
acts as a reason for change in any management. All organizations want to innovation along with
technology, due to which they need to upgrade themselves with new and efficient technology so
as to maintain their competitive edge in the target market. The third major aspect which shall be
considered while looking at the change management process in an organization is the
government regulations. Change in government regulations changes the working of the whole
industry. Thus it is important to consider the government regulation and analyze its effect on the
organization and then initialize the change management process (Coghlan, Rashford, & de
Figueiredo 2015).
After analyzing the key consideration aspects the organization shall gather information which
can assist them to complete their target and implement changes in the organization. Data
gathering is a mandatory process, because if the organization will have adequate knowledge
about the changes in the environment and way in which they change implement change. Then the
change process cannot hold its effect in the organization (Hayes 2014). In-person conversation,
surveys, mails etc. are some of the ways with which the management can attain information
regarding the change which they want to initiate in the organization. Personal discussion and
questionnaire are some of the ways which can provide accurate data to organization. This data

can help them to target the articular segment in the organization implement change in them
(Hornstein 2015).
The next step is the identification of the primary target of the change management process in the
organization these targets are those groups of people for whom the change management process
is defined in the organization. The organization target them to and implements activities in such
a way that change is implemented in the organization. The identification of such target is
important for the organization, as on the basis of these targets only the management will prepare
the change plan in the organization. Also, the success of the plan is also evaluated through
targets only. As if there is change in the plan then the plan has shown positive results otherwise
vice versa (Burke 2017). Also the accuracy of target is also important for the accomplishment of
the plan defined. Suppose if the management is aiming to initiate innovative technology use in
the product of the organization and they are aiming the wrong target to analyze the result of the
plan, then the change cannot work effectively. As the management will develop the in such a
way that it affects the target and initiate change in them but the aim of the organization
something different and plan is going in the wrong direction. Thus in this way, the organization
won't be able to meet the change according to their expectation due to selection of wrong targets.
Thus it shall be noted that selection of the target is an important aspect of the process of change.
And this of the wrong target will initiate failure of whole change plan of organization. So,
mistake in the planning and executive process of change management is applicable but mistake
in the selection of accurate target shall be avoided by the organization (Creasey, et. al., 2016).
Resistance is a normal aspect of the process of change in an organization, it shall be considered
that human nature when someone introduces to change in the organization; on the initial level all
the employees denies to this change and look at this is a negative way. One of the major aspects

due of which employees resists changing is their mentality of failure of their target. Employees
think that they won't be able to achieve the target due to which change process will not become
effective in the organization resulting in loss of job of the employee (Pugh 2016). So, it shall be
considered as one of the reason due to which employee resist changing in the organization. Apart
from that satisfaction of job is also one of the components among employee due to which they
resist to the change plan presented by the management. Employees who are more satisfied with
their job will always positive reaction to the change implementation plan in the organization
whereas less satisfied employees will not. Also, loss of control is one of the factors due to which
the management fear to initiate change process in the organization. As changes refer to the
process of molding the conditions present in the organization and implementing activities which
will increase the efficiencies of the organization (Church, et. al., 2016). For this purpose, the
management needs to deal with the different aspects present in the organization, and the might
feel themselves in inefficient to tackle such changes present in the organization due to which the
plan might not work according to their expectations. Also to some extent, such fear of failure and
loss of control is acceptable but for the process of change, the management needs to take risk. As
this change will provide more benefits the organization due to which the organization shall take
risk and implement the change process in the organization (Malgas, and Henrie Benedict 2017).
Lewin's force field analysis states the process of change in a better way; he provides three phases
of the model. The first phase unfreezing states that the organization needs to keep aside the old
and rigid laws which used to hamper the growth of the company. This process aims to open the
mind of the employees and initiate new change according to fluctuating market feature. The next
step refers to change which refers to implementation of the new idea and applies it in the
management process. Lastly refreezing refers to the process of change management under which

whatever has been taught to the employees by the management shall be taken into action .the
activities shall now be incorporated in the regular working of the employees. Such change shall
be adopted by the employees with the help of change management. This step is the final stage of
the model under which actual performance is seen and analyzed. This process works in such a
way that on the initial basis the management is unfrozen and welcomed to the change process,
after providing flexibility and enough information about the change the process is implemented;
and lastly, after this implementation, the organization is frozen again (Shimoni 2017).
Another model is the bekhard change plan, which initiates some steps for the process of change
in the organization. First is adjustment of goal and standards according to flexible conditions,
next is identification of current action plan which is working in organization and objectives
which this plan is targeting. Further, this process defines proper change activities according to
the changes objectives of organization. And lastly, the organization shall develop tools and
strategies to initiate this transition and initiate measures to control the uncertainty as well
(Gollenia 2016).
Further talking about change it shall be noted that organization politics is also one of the major
components which resist the process of change in the organization. As people do not want to
change their working conditions or environment in which they are comfortable due to which
politics is played in the organization to resist such. So, in order to align this politics in favor of
change management, the management shall take the trade union leader in power. They shall
convince the leader regarding the change and benefits which they will receive through this
change; after which they shall ask the leader to convince the whole union to initiate the process
of change. Thus in this way, the management shall use politics to create output for the
organization (George 2016).

Thus, in the limelight of above-mentioned events the fact that shall be noted that change is an
important part of the business process which needs to be implemented by the organization. In
order to maintain the effectiveness of the organization and gain the competitive edge, the
management needs to implement practices according to the fluctuating market features. Also,
selecting the right for change process is also important for the organization because if the will
select the wrong target then the whole plan will fail. Lastly, it shall be noted that t is the duty of
the management to take risk and convince their employees to implement the change process for
the effectiveness of the organization in the target market.

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