Change Management Report

This report delves into the concept of change management, discussing its importance in modern organizations. It covers various models and strategies for implementing change effectively, emphasizing the role of workforce participation and the challenges faced in the process. The report also highlights the impact of globalization and technology on change management, providing insights into successful practices and theoretical frameworks.

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Contents
Introduction......................................................................................................................................3
Discussion........................................................................................................................................3
Change management........................................................................................................................5
Reason for changes..........................................................................................................................6
Models of change management.......................................................................................................8
Conclusion.....................................................................................................................................11
Reference.......................................................................................................................................13

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Introduction
The emergence new kind of economies has shown so many business opportunities for number of
companies in be it public and private organization. This has further resulted in the many
traditional companies, for instance, an organization in public sectors which accepted the
elements of change with a realization change will help them to sustain in long run. But the
process of bringing change is not an easy process and each time it is difficult to sustain and
organization have had some very low rate of success. Any successful organization should always
be prepared to take up the concept of changes management easily (Cameron and Green, 2015).
The change management usually aims on external as well as internal culture within which
company function. The report will understand in detail about the change and the change
management. The research also argues that the management must be very sensitive for any kind
of transformation in the organization. Such kind of change activities also involve the virtual
aspect of a company which consist of innovative as well as development on technological level
with the proper restructuring which can influence the overall span of the management along with
the basis for departmentalization as well as proper compilation with implementation of work and
all of this impact people working in the company (Hayes, 2014).
Discussion
The basic element of change for people at large, a country’s wellbeing is actually based on the
overall performance and quality of the education, organization and government. There used to be
a time when companies operated with a single mindset to earn maximum profit and this is why
they are able to maintain most of public and private organization with no particular reason to
actually be part of a specific goal for change (Altamony et al., 2016). On the other hand, many

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public organization whether they are global or national were appropriately judged to be
ineffective. Organizations become effective and improve the performance since it slowly become
important for them to properly maintain a strong base for work ethics as well as values which
also happen to include right strategies and work culture. In addition, it is also important for
employers as well as employees to have a proper or shared perception for change and in addition
it is also important for all the parties to properly commit to the change whenever it is needed. It
is also important to understand here that efficiency and consistency can only be accomplished
when strategy is properly linked to corporate with the system and the culture. Similarly,
organizational effectiveness is based on so many factors along with group effectiveness and
personal impact that will decide organization efficiency, success and effectiveness. Change can
be termed as a shift in the attitude of the whole company. Therefore, in other words many
companies when impacted by the transformation in environment that need adaption for internal
procedures. But at the time of adding new angles to the definition based on change, and it is
always maintained that change should be incidental by nature (Riekert et al., 2013). All kind of
change and related initiative requires a lot of planning as well as consultation from the expertise.
Experts also has a similar kind view, it is important to state that kind of transformation and
associated initiative should be planned in an active manner with all important stakeholders. In
addition, changes that are planned must be particular and have a specific motive for the company
to remain in a more visible state. Moreover, these kinds of changes must be constant and must be
adaptive procedure to employees so that people can buy into new concepts and shaping the
formation of the workforce and related identities so that right kind of intuition become more
constant by nature with strategic right kind of direction (Thomson, 2016).

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The author’s claims that the companies usually fail to constantly introduce change which is
adaptive by nature and people will also experience the adaptation without much energy that
comes from the workforce getting into different principles as well as perspectives along with
formulating the identities in ways that match new kind of direction. It is crucial that workforce
can afford key options in order to participate in change based initiatives and the workforce must
always be important players by facilitating, executing as well as managing the effective change
since workforce should be involved directly in the procedure to transform in some or the other
form. It is very crucial to identify that the workforce can also be main restriction in executing
changes. Therefore, to limit the opposition towards change is based on incremental
transformation and related approaches in company that faces this confusion (Thomson, 2016).
The approach can be perceived called as a fine-tuning process and making it small adjustment in
the system. The incremental transformation claims to be a series of small transformation where
everyone attempts to manufacture the work that has already been achieved and improves the
functioning of the company with the help of small changes. There are number of proponents in
the approach to transform as a normal as well as continuous process that occurs in all kind of
organizations. This kind of change also forces more effective manner of getting the workforce to
work in association and as per the accord and in the end, it results in the companies that performs
in efficient as well as effective manner (Thomson, 2016).
Change management
Change management is an important part of every organization and is a continuous element in
many companies. This specific report will aim on important elements where changes is based on
managing the change in an effective manner to maintain its competitive advantage in global as
well as national level. Companies that can manage the changes have a great benefit over the

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competitors. At the same time, change management like change is a challenging word to define.
At the same time, change management is slowly becoming one of the important themes in social
sciences and managing the change has two crucial meaning where making of change can be
planned as well as managed with the response to transform over which companies function with
no control (McCracken and Morley, 2014). This way, the need to recognize organization with
wise change has become one of the most critical and most challenging duties for the companies.
This cannot be traced easily in past when organization use to control their future and function in
a predictable manner which is considered relatively stable manner. This is complete opposite
where the mannerism in which companies work and deal with diverse situation these days.
Presently characteristics like locations, balance sheets, culture of organization and the overall
structure can control different operations and destinies for some organization. It has been
elaborated by so many authors that maintaining that companies are now facing diverse
challenges which can be imposed by globalization by impacting in which it can be controlled.
The fact that control has now become a more articulated work and it was dealt in different
manner in the past. When the factors associated with globalization can be discussed as a
procedure has eroded or reduced the impact of many national organizations and the limitations
associated with borders and it is also discussed that globalization has also resulted in the changes
associated with different countries, organization and regions (McCracken and Morley, 2014). At
the same time, it is also important to understand that view can also be formed on the basis of
discussion which can be debated since those people advocating the concept of globalization will
be based on considering different views as a simple process. The concept of globalization has
operated more than just changing associated between the countries, organization and regions.

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Reason for changes
The report discussed the reasons for changes is vital since one of the important areas of inquiry
was directly associated with change management and changes. It is important to understand here
that why employees do involve or engage in change process. There are so many kinds of
underlining approaches that decides the change in direction and step that should be taken here.
The discussion in the report are based on the reasons for transformation that will help in
evaluating the collected data since it is an attempt to evaluate workforce and the overall
understanding based on change as well as change management (Cummings and Worley, 2014).
There are so many approaches based on changes in organization and draw from the time and
view that there is no consonant with early time of 21st century. Currently many organizations are
facing with so many risks of unknown and uncertainties which is almost synonymous with the
modern world brought by modern technology and globalization. There are six important factors
that are accountable for all kind of changes that occurs in the current modern world and
companies alike and it is discussed in detail below: -
1. There are number of new technologies that have changed the face of electronics,
communication, consumer based market and speeded industries.
2. Globalization is important which has resulted in the world that is also connected as well
as interdependent as information, good and money all around the planet.
3. New technologies and globalization together have sharpened the precipitated and
competition with rise as well as fall of the leaders in market (Cummings and Worley,
2014).
4. New transformation processes and practices that are now happening at a faster rate than
ever.

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5. There is an amazing rise in advancement in technology and it is also matched in business
and in lives of people.
6. The issue of complexity that are rising as a result of all the transformation with more and
more challenging demand for managers that uses to seek some certainties.
Models of change management
Following are some of the best approaches and strategies to execute change management: -
1. Lewin’s change management model: - the principle in change management model is
one of the most effective and popular models that make it possible for people to
understand the company as well as structured kind of change. The model is specifically
designed and developed by the Kurt Lewin in the year 1950 and it also hold valid in the
present time. The author was a social scientist and physicist who easily explained the
structure or about the changes in organization with the help of changing the state
(Cummings and Worley, 2014). Following are three most important stages discussed in
detail below: -
a. Unfreeze: the first stage is based on the process of change as per the method by
author involves the preparation for the transformation. This further means that at
this phase and the company must also be prepared for any kind of change and also
for the characteristic that change is vital and required. This stage is crucial since
many people worldwide try to completely resist the change and it is vital to
completely break the startup queue. The point here is to explain that people on
why the present manner requires to be transformed and how change can be related

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to profit. The step also consist a company examining the core and re-evaluating it
(Booth, 2015).
b. Change: this phase is based on overall transition process and transformation
which takes place. The procedures that may take time for the existence since
people normally want to spend time in order to embrace new cases with
development and transformation. This stage involve good leadership as well as
reassurance which is crucial since such features not only lead to change in the
right route however it also makes the process much easier for the staff or people
who are trusted in the procedure. Interaction and time here therefore are the
important point for this stage in a successful manner (Booth, 2015).
c. Refreeze: all the transformation which has been accepted embraced and executed
by people and the organization starts to become more stable. Therefore, the stage
is based or refers of refreeze. This is the high time when the staff and procedure
begin to refreeze with things to start going back to routine and pace. The step also
needs assistance where people ensure that the transformation are used at all the
times and executed even after the goal has been accomplished. It also brings a
sense of stable situation, workforces that get comfortable and create confidence of
the needed transformations (Booth, 2015).
2. 7 S models by McKinsey: the current 7S model is one of the models that can be
transformed to persist even when other came in and it is completely out of trend. It must
also developed by the consultant by operating for McKinsey in 1980 and characteristics
with seven steps for management of changes.
Following is detailed discussion of the different stages: -

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a. Strategy is actually a plan developed to get past for the competition and
accomplishes the objectives. The first stage based on change is as per McKinsey’s
7S model and consist of the growth based on step by step process or future plan.
b. Structure: the overall structure is based on stages or features related to the model
that is based to the manner in which the company is categorized or the overall
structure that can be followed (Sharma et al., 2014).
c. Systems: to get more and more work done, the way where routine work can be
perfumed in different stages.
d. Values: shared values also associated with the core or different value of a
company as per in which it functions or work.
e. Style: the way in which the changes as well as leadership is adopted or executed
is called as style.
f. Staff: the staff here is based the employees and their capability to work
g. Skills: the overall competencies are based as per the skills possess by the
workforce while working in the company (Sharma et al., 2014).
3. Change management theory by Kotter: - the change management theory introduced by
Kotter is one of most adopted as well as popular in the present world. The process of
change management theory and it is also divided into eight stages where each stage aim
on key principle which is related with response of change of people (Sharma et al., 2014).
Following is the detailed discussion of all the stages: -
a. Increase urgency: the step consist of creation for the sense of urgency among the
people to encourage them to move in forward direction and it is towards goals.

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b. Building the team: this step of change management theory is related with getting
the right kind of people on the team by selecting so many skills, commitment and
knowledge.
c. Getting the correct vision: this stage associated with creating the correct kind of
vision which is based on strategy as well as creativity, objectives and emotional
connects.
d. Interact or communication: this step with people is based on change and it
requirement is also based on important part of the current change management
theory propounded by Kotter (Sharma et al., 2014).
e. Moving things: to get things moving as well as empowering the action and need
to get the right support, removing the restrictions and execute the feedback in a
very constructive manner.
f. Aiming on short term objectives: aiming on short term objectives and division of
the final goal into small yet accomplished part is a good way to achieve the final
success without much pressure and attention.
g. Incorporated changes: apart from changing and managing it in an effective
manner, it is crucial to properly reinforce it and finally make it a part of culture in
organization (Sharma et al., 2014).
h. Never give up: the process of persistence is actually a key toward success and it is
also crucial to never give up which is also related to the procedure of change
management will be continuous.

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Conclusion
In the present world of fast changing technologies and complicated work environment like the
transformation which is followed by the government and change management strategies are also
followed by the government where companies are crucial in order to meet the requirement of all
stakeholders of the company. The initiator of change must be continuously look for creation with
acceptable change procedure and practices to increase the participation of workforce and it is
important to facilitate the complete involvement to provide a weather that can be beneficial for
changes based initiatives and must also build a healthy work association with all the involved
stakeholders (Laumer et al., 2016). The workforce that is one of the most crucial elements of
stakeholder is based on considering since the most crucial assets of any company. The loyalties
as well as attitude of workforce are completely impacted by the participation in efforts related to
change and this has a direct impact on the overall involvement in the change process. As per the
finding shown in informal as well as formal element of the current qualitative case study, it is
also obvious that the basic understanding of the workforce associated with change and change
management process and practices that completely differ from diverse degrees. Therefore, it is
also vital for the company to build a positive association that will provide a strong base to
manage any issue in change management processes (Laumer et al., 2016).