Organizational Change Management: Theories, Models, and Challenges

This essay provides a comprehensive overview of organizational change management, examining the necessity of adapting to evolving business environments. It delves into different change management models, including planned, emergent, and contingency approaches, highlighting their characteristics, strengths, and weaknesses. The essay explores key concepts like stakeholder management and competency management, discussing the importance of both process-driven and people-driven change. It addresses the absence of a universal approach to organizational change, emphasizing the influence of organizational values. Furthermore, the essay considers contemporary external and internal business factors, challenges, and uncertainties across various industries, emphasizing the critical role of leadership and employee motivation in navigating these complexities and achieving successful outcomes. The essay concludes by underscoring the importance of adapting business models to meet market demands and the significance of effective change management for long-term organizational success.

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Organizational change management
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Introduction
To every environment in the business is changing, it has been found that the organization are
now adapting on the emergent approaches in order to deal with the changes. It is important to
note that the modern businesses environment stand still and they keep on changing (Barber,
Donnelly, Rizvi and summers, 2013). Individuals who are running of the businesses might have
encountered these kinds of changes which may relate to the economy, political aspect, changes in
the supply chain and the purchases decision of the consumers. It is important also to note despite
these myriad of the negative which have resulted from the cycle changes there are some
businesses which are flourishing as well as growing yearly (Gerth, 2013). The organization
which have been successful particularly in the long run they are adopting on the business models
which are providing opportunities to adapt to the changes which are caused by the demands in
the market. In this essay it will examine the organizational changes as well as the issues which
companies encounter as they cope to the frequent changes that occur (Benn, Dunphy and
Griffiths, 2014). Moreover, in the essay it will focus on all kind of organizations from the small
and large which are engaged to the process of the change. There are various kind of changes such
as changes to the process, services, products, locations, the consumer needs as well as the
success drivers (Gerth, 2013). These kind of changes to business can be difficult to cope with but
when the companies know how adopt to the dynamic of the business model, they are able to
adapt on the changes more effectively. For the business to be prepared they need to adopt to the
business model or perhaps the management plan for any changes which may arise.
Background:
The change management models which are adopted by organization include the change planning,
understanding the effect of the change, stakeholder management, and determining ways in order

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to cope with the change as well as competency management. By the definition the change
management is the process of renewing the theories, approaches, capabilities, as well as structure
of the organization to provide the client with innovative idea and adapt to the changes effectively
(Hayes, 2014). The changes are inevitable as well as necessary particularly at the operational and
strategic level of the companies so that there is no doubt on its importance and the management.
More often it is argued that a successful change in the management is important for every
company which want to survive in the long run. The firms which do not implement on the
change management in their system are more likely to fail in the long run. Nevertheless, the
theories and the approaches which are related to the change management which are available
tend to be contradictory (Hayes, 2014). It is believed that the change management is one of the
basic skill every manager in the organization (Cameron and Green, 2012). There are various
theories and approaches which are used by the managers today in order to manage on these
changes much more effectively. Previously, the managers they had the notion that if organization
had maximum changes they may not sustain in the competitive environment as well as meet on
the preferences of the clients.
For the organization to cope with the continuous changes which are exhibited in the market it is
important to follow on some business model which would help them to adopt with these changes
as well as sustain the organization (Bhasin, 2012). By definition the business model relates to the
rationale of exactly how the organization develops, delivers as well as captures on the value
through those changes. Amongst the various model followed by the organizations are planned
change, emergent change and the contingency.
Planned change:

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This is when there is an increase in the effectiveness and health of the organization through
intervention which are planned in the process of the organization (Goetsch and Davis, 2014).
This change uses the Kurt Lerwin model which has three stages of the theory of change which
are unfreeze, change and freeze. It is possible for the organization to take these changes to some
complicated levels. On the first stage of unfreezing it the most significant in that to be able to
understand in the changes in the world we live it is important to understand on the changes that
are necessary, and getting able to move away from the comfort zone (Benn, Dunphy and
Griffiths, 2014). When it comes to the second stage which is change it highlights that individuals
should understand that transition is the inner movement we make in the reaction to change.
Individual are unfrozen and move towards the new way of the new way of being. This is the
hardest stage for the organization since they are unsure or even fearful on the decision they will
make (Goetsch and Davis, 2014). It is important for the organization to learn about the changes
and need to be provided with adequate time to understand and work with them. The last stage
which organization passes through is the freezing stage (Benn, Dunphy and Griffiths, 2014). This
stage suggest that the organization need to establish stability once the changes have been made.
The changes should be accepted and they become the new norm.
Emergent approach:
The emergent approach seems to the convincing way in the current day world of the business.
The emergent strategy is an approach which emerges over time as the intentions collide with as
well as accommodate on the changing times (Goetsch and Davis, 2014). The emergent approach
is defined as the pattern of the actions which are developed overtime in the firms in the absence
of the various missions and the goals (Cameron and Green, 2012). As per the emergent approach,
it is implied that the organization needs to learn what is to be put into practice. The emergent

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approaches are essentially implemented in the allocating of the resource. According to Henry
Mintzerg he believed that when it comes to the modern market place, the allocation of the
resources is unknown as well as keeping on the resources (Vakola, Armenakis and Oreg, 2013).
The emergent of the strategies hence help the firms to adopt on the changes in the ways that are
most effective. The emergent approach deals with the techniques that are changing with regards
to the requirement of the organization (Vakola, Armenakis and Oreg, 2013). It focuses on the
process of the strategy making as consequential impact on the need of coping with the
imperfections to the real world model that is subject to the changes. This technique seems the
strategic management as the after effect of the trial and the error from both the activities and the
experiences of the management. It identifies on the roles of a planner communicator as well as
an analyst which is pertinent of a leader as being successful in the strategic management and the
coping of the changes (Vakola, Armenakis and Oreg, 2013). The emergent strategy is a coherent
change and it is critized particularly on the political dimension to the changes. Moreover, it is
also limited to the organizational changes to which the emergent approach is to be utilized. This
is a weaknesses on this approach particularly on how it should be applied. Moreover, there is
also the issue of no assurances that the leaning of the organization will be able to suit with the
crisis or perhaps not. Just like the other model, it can be applicable particularly in the present day
in the world of the business.
Contingency change:
The contingency approach to the management is based on the concept that there is one best way
of managing and for organization to be effective there planning, organizing as well as
controlling need to be tailored depending on the circumstances of the organization. The
managers should always ask the question as to what is the right thing of doing (Clegg and Matos,

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2017). The contingency approach to management usually presume that the right thing should
depend on the complexity of variety environmental as well as internal contingencies. This theory
has been found to be beneficial to the firms since there is potential for learning from a given
situation as well as using these lessons in order to influence on the future management of the
same or perhaps similar situations. Additionally, there is also the ability of adapting to the
external pressures as well as the changes which are beneficial to the organization (Clegg and
Matos, 2017). This approach may produce a more rounded leader who are able to develop their
skills in various ways. On the weaknesses of the theory is that it is complex (Kotter, 2011). The
suggestion of the approach may be very simple that the managers need to according to the needs
of the situation, but putting this into the practical aspect could be complex. Another issue on the
approach is that it is difficult in empirical testing. Since the theory is complex, it may present
issues in testing on the percepts of the model (Kotter, 2011). When it comes to the empirical
testing it is necessary to have some methodology which is available.
Should an organisation use Process driven versus people driven of change?
An organization should be process driven because this kind of organization will be free from the
biasness of the people dependence. This kind of organization will achieve their strategic
objective of the business through the management of the activities in the manner which is
procedural (Clegg and Matos, 2017). When one looks on the other, people driven this
organization need to have a group of people that have necessary skills in order to achieve various
duties, which are important to the organization. This is always some degree of dependency on
the individuals running on its operation successful. On my view the organization should follow
process driven since there is a certain procedure which must be observed to run the business.
Is there a universal way to organisational change?

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No. the organizational value system is what influence on the ways the change occurs. This will
entail what is important to the organization, the decision which needs to be made and how the
relate to the other workers and the groups with the organization (Clegg and Matos, 2017). It is
important for all the change managers to be much aware to the underlying values of the firms
since these element influence directly the way the change would be accepted and how work
would be required to ensure there is a successful outcomes of the organization.
Contemporary external and internal business factors, challenges and the degree of
uncertainty in various industries.
The business entities depends on both the external as well as the internal factors in order to
function well. An organization may try their level best in order to improve on their internal
factors, but they cannot possibly be able to influence on the events which are occurring outside
the horizon. These aspects are regarded as the external factors which have a bearing when it
comes to the success of the organization. The key to success of any business is to be able to
manage on the strengths of the internal operations of the business and recognize on the potential
opportunities as well as the threats which are outside the operation of the business (Kotter, 2011).
The role of the managers in the leadership of the organization is a significant internal factor of
the business. The leadership style as well as the styles of the other organization management
influence on the organizational culture. The strength of the workers is another important element.
Individuals who are motivated, hardworking as well as talented could produce better results than
who are less motivated and do not have talents. When it comes to the external business element
one is competition. Despite of the business operating in a concentrated industry that has few
competitors or large sector which has many competitors, it is important to know competition.
Most organization does competitors analysis to compare on their prices as those of their rivals.

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Other external factor would fall into categories such as ethical, political, socio-economic, as well
as technological which relates to the values and the concerns of the targeted clients as well as
their economic abilities (Levin, 2012). These factors have impacts on the organization, the
management thinkers over the past have researched to get answers on how to anticipate the
changes as well as prepare the organization to be able to survive the sudden change milieu,
which to some extent has been a success.
Types of change
When it comes on the type of changes it may be structure, technology or perhaps changes in
people. People changes this occurs particularly during the hiring, turnover, roles and the
responsibilities. The individual changes can be seem minor but they may be taken as a whole
which represent the critical focus for the change in the management. Structure, could also play a
crucial role particularly when the business has been restructure (Clegg and Matos, 2017). This
may pose a significant impact on the business particularly when department are reshuffled.
Individuals may find it difficult to adopt quickly than before. It has also been noted that
technology may play a crucial role on the change management of the organization. Previously
organization may have been utilizing on the outdated technology, but when there is good
leadership in the management of the organization and they implement some of these changes
such as new technology there may be likely changes which will be noted in the organization.
Conclusion
In the essay it has identified on some of the approaches which can help organization to be able to
adapt to the changes more effectively. Nonetheless, all the business which are coping with the
changes of the contingency approach are in the upswing and it provides better solution when it

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comes to the constant change in the market environments. Any business need to grow with this
and be able to flow as well as utilize it to its advantage. The aspect of rigidity is not the right
thing when one is looking for constant growth. From the technology exhibited today to the
dynamics in the market which are present nothing is like what the businesses encountered in the
past. The organization should embrace on the changes and encourage every individual to do the
same. It is only through the change management which will be essential for the large
organization. Additionally, they will need to recognize the massive challenges which exits and
be able to ensure there is a smooth transition to success in those businesses.

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