Organizational Change Management: Readiness to Change and Frameworks

This essay delves into the critical aspects of organizational change management, emphasizing the significance of employee readiness and the design of effective change frameworks. It highlights the importance of managing change in a competitive market and addressing employee resistance by providing clear reasons for change and reducing workload. The essay discusses the unfreeze-change-freeze model as a key framework for managing organizational changes, focusing on reducing the status quo, embracing new working methods, and ensuring stability. A critique of existing literature emphasizes the role of communication and employee needs in enhancing readiness to change and boosting productivity. The essay concludes that effective change management, incorporating a well-designed framework and clear communication, is essential for achieving positive outcomes and maintaining organizational stability. Desklib offers more resources on change management.

Organizational change management

Organizational change management
“The process of change: readiness to change and designing the change
frameworks”
Change management in the workplace is important to be managed as it can help to accomplish
the goals and objectives in the competitive market. According to Deneen and Boud (2014), it is
important for the employees to accept the change in the workplace. If employees do not accept
the change then it can impact the overall activities of the company. Readiness to change is
related with the commitment level of the employees and also their shared belief in the change
process of the management.
Readiness to change is related with reducing the resistance to change. When employees do not
resist the change then it can be stated that they are ready to accept the change in the workplace.
But it can be stated that there are various factors which impact the readiness to change related to
the employees. According to Shea et al., 2014, Employees will resist the change in the
workplace, when actual reason is not given to the employees. According to Al-Haddad and
Kotnour (2015), at the time of implementing the change, it is important to reduce the workload
of the employees in the workplace so that readiness to accept the change can be boosted and also
it will enhance the overall productivity level of the employees in the workplace. It is necessary to
manage the overall resistance to change so that it can be easy to achieve positive outcome
towards the overall operations of the company.
According to Shogren, Schalock and Luckasson (2018), change model is also one of the aspect
on which the management should emphasize so that resistance to change of the employees can
be minimized and there should be readiness to accept the change. The change model is related
with the three stages unfreeze, change and freezing. It is considered as the change framework
that should be used so that it can be easy to manage the overall changes that are taking place in
the workplace. It can be stated that the change is important to be considered as it can help in
controlling the factors and if the change is controlled then it can be simple to achieve the desired
goals and objectives. The initial step of the change model is related to unfreeze in which it is
essential for the organization to consider the changes which is related with reducing the status
quo. In this, it can be seen that there are many people who accept the change in which support is
given and in this active participation is done in relation to the change.
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Organizational change management
In the last stage which is related to refreeze, it can be seen that the changes are considered and
have embraced with the different methods related to working and also in this the company
choose the option to refreeze According to Vakola (2014), In this stage, the people and company
internalize the changes which also focus on stability and also employees feel confident and
confortable with the various ways of working. When the changes are accepted and also
implemented successfully then it has been seen that company stability is maintained and also
staff refreezes according to the new guidelines of the company.
Critique of literature
By analyzing the articles, it is important to focus on the process of change that should also be
considered as it can help in managing the entire activities. The concept of communication should
be considered as it can help in enhancing the readiness of the change in the employees. If a
proper stage of communication is considered then it can be simple to implement the change in
the workplace. It is important to follow effective channel of communication as it can help the
employees to understand the changes which will be implemented in the workplace. It can be
stated that effective communication channel boost the overall coordination between the
employees in relation to the changes which are made in the workplace. Readiness to change can
also be one of the aspects that can be boosted if flow of communication is effective. Effective
channel of communication in the workplace can help the company to focus on the right direction
and employees can also consider the right direction which is beneficial for the organization.
The critique also states that at the time of designing the change framework it is necessary to
emphasize on the concept of the requirement of the employees. When the changes are not
according to the employees then it can impact the overall productivity level of the employees in
the workplace. Productivity is one of the aspect on which focus should be given in relation to the
overall changes which are implemented in the workplace. If the changes are according to the
need of the employees then it can be easy for the company to boost the overall productivity level
in the workplace. With the increase in the productivity level the company can also earn more
profits in the competitive market.
So, it can be concluded that process of change should take into consideration effective steps as it
can help in maintaining the overall activities of the company. It is important for the top
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Organizational change management
management to focus on the change management model as it can help in boosting the overall
productivity level of the employees in the workplace and also it can impact on the positive
manner towards the assigned activities. So, the researchers should also emphasize on the concept
related to productivity and communication as it can help enhancing the readiness of the
employees towards the employees. It is necessary to manage the change in the workplace by
focusing on the effective designing framework as it can help in maintaining the overall activities
of the company. The positive outcome can only be attained if change is accepted by the
employees in the workplace. So, it can be stated that change should be considered which proper
use of model and also it should be communicated to the employees in the workplace.
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Organizational change management
References
Al-Haddad, S. and Kotnour, T., 2015. Integrating the organizational change literature: a model
for successful change. Journal of Organizational Change Management, 28(2), pp.234-262.
Deneen, C. and Boud, D., 2014. Patterns of resistance in managing assessment
change. Assessment & Evaluation in Higher Education, 39(5), pp.577-591.
Shea, C.M., Jacobs, S.R., Esserman, D.A., Bruce, K. and Weiner, B.J., 2014. Organizational
readiness for implementing change: a psychometric assessment of a new
measure. Implementation Science, 9(1), p.7.
Shogren, K.A., Schalock, R.L. and Luckasson, R., 2018. The Use of a Context‐Based Change
Model to Unfreeze the Status Quo and Drive Valued Outcomes. Journal of Policy and Practice
in Intellectual Disabilities, 15(2), pp.101-109.
Vakola, M., 2014. What's in there for me? Individual readiness to change and the perceived
impact of organizational change. Leadership & Organization Development Journal, 35(3),
pp.195-209.
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