Effective Change Management: Strategies, Models, and Social Dynamics

This report examines the critical role of organizational change management in achieving business goals. It explores various change management models, such as Kotter's eight-stage model, highlighting the importance of establishing urgency, building coalitions, developing vision, and communicatin...Read More

ORGANISATIONAL CHANGE

Managing change within the workplace is regarded as very important and without
implementing change it is not possible for business to grab opportunities present in the business
environment. In short it allows business to perform better in the market and in turn leads to
accomplishment of desired goals along with objectives (Cameron and Green, 2015). Further, it
varies from one organization to another in relation with the ways adopted for dealing with
change and sometime it may be possible that business is not able to deal with change which leads
to decline in level of overall performance. Moreover, different models of change management
are present which organization considers with the aim to implement changes within the
workplace successfully. Models such as kurt lewin highlights the key stages through which
change can be better managed within the workplace and is fruitful for the entire company.
During the stage of change implementation individual associated with it are directly
affected and it is necessary to know how they interact and behave with one another (Reiss,
2012). So, social process which is associated with change management assists in knowing the
behavior and interaction level of individuals within group and the overall pattern of behavior of
people are modified with the help of social interactions. Further, it is well known fact that at the
time of change it is necessary that each and every individual associated with it must behave
positively and takes active participation for its implementation. Moreover, through social process
it becomes easy to identify whether what are the viewpoint of every individual and it is possible
to know whether they are in favor or against the change which is being taking place. In order to
implement change proper interaction must be present in between individuals so that they can
successfully implement the change (Nilakant and Ramnarayan, 2006).
Social process is beneficial in every possible manner as through this it becomes easy to
identify the areas which prevents in accepting the change and in short they are regarded as
hurdle. Apart from this, every individual may not perceive change in positive manner and it
leads to resistance to change. Due to this basic reason before implementing any change every
business highlights its key benefit which also provides advantage to individuals who are
associated with it. Moreover, change implementation consumes large amount of time and it is
possible that motivation level of individual may decline due to this (Anderson and Anderson,
2010). Therefore, social process is regarded as most important in order to identify the behavior
along with overall nature of the individual who are directly affected by this change. Further,
proper implementation of change leads to favorable outcomes and provides support to firm in

accomplishing its desired aims. By considering viewpoint along with thoughts of each and every
individual it is possible for any organization to implement the change easily and in appropriate
manner. Further, it boosts motivation level of workforce also who are associated with this
change. In short when social perspective is not taken into consideration then change may have
adverse impact on company.
In order to better manage change different models are present and they assist
organization to grab various opportunities (Marwah, 2013). Model proposed by Kotter is
effective which takes into consideration eight stages which involves establishing a sense of
urgency which is associated with the need to change where it is highlighted what are the actual
requirement of firm an why change has become must. It is highlighted in front of employees and
other individuals who are linked with this change. In the next stage a guiding coalition is
developed with credibility and authority. Further, in this stage main stress is on involving each
and every employee within the workplace and their active participation is required. Developing
vision along with strategy is another key stage where clear aims are set by enterprise along with
strategy so that change can be successfully implemented and it can be beneficial for the entire
company (Ramanathan, 2009). Further, each and every employee is involved in development of
strategy as they are the one who have to deal with the change. Communicating the change vision
is next stage where communication takes place in between the individuals and it represents the
actual reason due to which change is taking place within the company.

(Source: Richman, 2015)
Highlighting vision enhances motivation level of the individuals and in turn they actively
participate in the entire process of change which is must for every business. Empowering broad
based action is also considered as an important stage where employees are encouraged to act so
that barriers associated with the change can be overcome easily. In this stage proper involvement
of all the individuals takes place and they can be easily encouraged to be a part of change which
is taking place (Edmonds, 2011). Next stage is linked with generation of short term wins where
individuals are motivated so that they can better support each other for the effective
implementation of stage. Further, it is well known fact that without proper support it is not
possible to deal with change and it will have adverse impact on the individuals who are part of
this change. Presence of support enhances confidence along with motivation level which is must
in change management. On the other hand sometime, it may be possible that individuals are not
supporting each other which directly prevents in managing the change. In the second last stage,
momentum of change management is maintained and through this it becomes easy for business
enterprise to implement the change on continuous basis (French, 2001). Therefore, this allows
business along with individual to be a important part of change in near future also. This supports
in gaining knowledge regarding the actual benefits behind implementing change within the

workplace. Moreover, last stage is associated with anchoring new approaches in the culture
which takes into consideration new value, attitude and behavior. It represents the influence of
change on value and behavior of individuals who are part of this (Bordum, 2010). Therefore, in
this way Kotter’s eight stage change management model is effective enough in understanding
about the real ways through which change can be managed and it has positive impact on entire
firm along with individuals.
For effective management of change, alternative strategies are also present through which
individuals can be better indulged into the change management process and they can accept it
easily. One of the most effective strategy is to highlight the main benefits behind undertaking
this change for instance if any organization is bringing technological change within the
workplace then benefits of same can be highlighted in front of staff members such as increase in
productivity etc and same can be associated with the personal growth of staff members also
(Pfeifer, Schmitt and Voigt, 2005). Moreover, every individual is interested in gaining
knowledge regarding the reason behind implementation of change. So, this alternative strategy is
also beneficial and can be applied within the workplace so that change can be accepted easily.
Further, building teams and motivating individuals is also another appropriate way through
which change can be managed easily.
Sometimes to deal with change it becomes difficult for employees to manage the change
at individual level and due to this reason teams can be formed on the basis of individual
capability and it is beneficial for each and every person (Manning, 2012). Introduction of
effective reward strategy is also effective especially at the time when change is being taking
place and by developing this as alternative strategy any business organization can motivate its
workforce so that they can accept the change in positive manner and timely. Monetary benefits
can be provided to every individual and through this it can be ensured that every individual is
taking active participation in the affairs of organization which can be beneficial for firm also.
This alternative strategy of change management is regarded to be more effective as compared
with others and can assist company in unfavorable situation such as resistance to change etc.
Apart from this, taking feedback from individuals regarding technique of accepting change can
also be considered as appropriate way of managing change. Management of every enterprise can
encourage staff members to recommend appropriate ways through which they can implement the
change successfully and in favorable way (Gilmore and Rentschler, 2002). This strategy will

encourage active participation from all the individuals and can assist them to work for the
betterment of enterprise which is one of the main aim of every enterprise. Apart from this, some
other ways are also present such as keeping communication lines open, appointing effective
leaders etc can also be appropriate ways through which change can be managed successfully. In
short it can assist businesses to take benefit of the real opportunities linked with the change and
can lead to favorable outcomes (Marwah, 2013). Therefore, in this way all the range of
alternative strategies developed are appropriate for effective implementation of change and can
enhance motivation level of every employee who is one of the most important part of this
change. All these strategies can build favorable environment within the workplace and every
individual will prefer to be a part of this change process and can accept it easily.

REFERENCES
Books and Journals
Anderson, D. and Anderson, A. L., 2010. Beyond Change Management: How to Achieve
Breakthrough Results Through Conscious Change Leadership. 2nd ed. John Wiley & Sons.
Bordum, A., 2010. The strategic balance in a change management perspective. Society and
Business Review. 5(3) .pp.245 – 258.
Cameron, E. and Green, M., 2015. Making Sense of Change Management: A Complete Guide to
the Models, Tools and Techniques of Organizational Change. 4th ed. Kogan Page
Publishers.
Edmonds, J., 2011. Managing successful change. Industrial and Commercial Training.
43(6) .pp.349 – 353.
French, R., 2001. “Negative capability”: managing the confusing uncertainties of change.
Journal of Organizational Change Management. 14(5) .pp.480 – 492.
Gilmore, A. and Rentschler, R., 2002. Changes in museum management: A custodial or
marketing emphasis? Journal of Management Development. 21(10) .pp.745 – 760.
Manning, T., 2012. Managing change in hard times. Industrial and Commercial Training. 44(5).
pp.259 – 267.
Marwah, G., 2013. Change Management: Exploring the Understanding of an Organization's
Capacity to Change in Atkins and Rio Tinto. GRIN Verlag
Nilakant, V. and Ramnarayan, S., 2006. Change Management: Altering Mindsets in A Global
Context. SAGE Publications India.
Pfeifer, T. Schmitt, R. and Voigt, T., 2005. Managing change: quality‐oriented design of
strategic change processes. The TQM Magazine. 17(4) .pp.297 – 308.
Ramanathan, R. T., 2009. The Role of Organisational Change Management in Offshore
Outsourcing of Information Technology Services: Qualitative Case Studies from a
Multinational Pharmaceutical Company. Universal-Publishers.
Reiss, M., 2012. Change Management: A Balanced and Blended Approach. BoD – Books on
Demand
Online
Richman, R., 2015. EVERYTHING YOU KNOW ABOUT CHANGE MANAGEMENT IS
WRONG. [Image]. Accessed through http://www.robertrichman.com/everything-you-
know-about-change-management-is-wrong/. [Accessed on 4th Dec 2015].