University Change Management Challenges and Solutions Report

This report delves into the multifaceted challenges confronting organizational change management. It synthesizes findings from several articles to highlight key issues such as ineffective communication, employee resistance to change, and the impact of these factors on organizational success. The report examines how these challenges can hinder innovation, productivity, and overall growth. It discusses the importance of employee involvement, the role of leadership in managing change, and the application of models like Kurt Lewin's three-step process (Unfreeze, Change, Refreeze) to facilitate smoother transitions. Through case studies, the report illustrates how failures in communication and leadership can lead to negative outcomes, such as reduced employee morale and decreased revenue. The analysis emphasizes the need for proactive strategies, including conflict resolution, employee empowerment, and a focus on creating a supportive environment to foster successful change initiatives and organizational growth. The report stresses the importance of understanding and addressing the human element in change management to overcome resistance and achieve desired outcomes.

Running head: CHANGE MANAGEMENT
Change Management
Name of the Student
Name of the University
Author note

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Table of Contents
Article 1...........................................................................................................................................3
Summary......................................................................................................................................3
Critique........................................................................................................................................4
Conclusion...................................................................................................................................4
Article 2...........................................................................................................................................5
Summary......................................................................................................................................5
Critique........................................................................................................................................6
Conclusion...................................................................................................................................6
Article 3...........................................................................................................................................6
Summary......................................................................................................................................7
Critique........................................................................................................................................7
Conclusion...................................................................................................................................8
Article 4...........................................................................................................................................8
Summary......................................................................................................................................9
Critique......................................................................................................................................10
Conclusion.................................................................................................................................10
Article 5.........................................................................................................................................11
Summary....................................................................................................................................11
Critique......................................................................................................................................12

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Conclusion.................................................................................................................................13
References......................................................................................................................................14

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Topic- The Challenges Facing the Field of Organizational Change Management.
Article 1
Altamony, H., Al-Salti, Z., Gharaibeh, A. and Elyas, T., 2016. The relationship between
change management strategy and successful enterprise resource planning (ERP)
implementations: A theoretical perspective. International Journal of Business Management and
Economic Research, 7(4), pp.690-703.
Summary
As commented by Altamony et al. (2016), the successful change management strategies
will be apposite for organization’s growth and leading to thriving accomplishment of the changes
in the companies. However, as commented in the article, there can be issues related to Planning
and it will be leading to conflicts that influence achievements of the company negatively. The
change can evoke emotions such as uncertainty as well as fear which leaves the staffs in the
companies to take the frustrations out on one another?
In addition, the author has commented that the conflict can be reduced through the
incorporation of handling the issues one at a time and it will be beneficial in improving the
effectiveness of the same positively. While dealing with the different kinds of business changes,
it can be seen that the employees are considered to be the integral part of the system and they
should be involved which will make the process better and it will be apposite for the
effectiveness that will be essential for attracting customers.
The change is the most crucial element which should be beneficial for growth as well as
evolution and with proper organizational change; it will be suitable for smooth transition in
business of new age. However, in the respective process, there can be inevitable obstacles that

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can affect the growth of companies and influence the effectiveness of the different individuals
negatively. The main purpose of the report is to comprehend and analyze the challenges in the
process of change management faced by the companies and it decreases the morale of the
employees negatively as well. Change is considered to be the eternal element which needs to be
managed by the companies through resolving the conflicts among the individuals and involving
them in respective process.
Critique
In the respective article, the main review or the evaluation which has been done by the
authors is relating to the analysis of the change management process which needs to be
incorporated in the organizations. In the respective article, through the help of the case study
methodology which is considered to be the secondary research methodology aspect, has been
incorporated and through the same, it can be seen that there are different companies which have
been incorporated the respective aspect and it will be apt for the enlargement of the companies.
The conflict resolution and the proper consensus are the two major approaches which need to be
managed by the companies for appropriate growth.
Conclusion
Therefore, from the same, it can be comprehended that there can be various kinds of
hurdles while implementing change process in the companies as there can be issues relating to
the high level of rate of attrition among the employees or lack of technological advancements.
From the entire analysis, it has been found that the lack of communication is the major issue
which is being found in the company and the employees resist to such changes. In such scenario,
the Kurt Lewin Model can be incorporated that can be apt for the company to compete in such
harsh business environmental conditions.

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Article 2
Cummings, S., Bridgman, T. and Brown, K.G., 2016. Unfreezing change as three steps:
Rethinking Kurt Lewin’s legacy for change management. Human relations, 69(1), pp.33-60.
Summary
As opined by Cummings et al. (2016), the change management is the most important
aspect which should be incorporated by the different companies, however with providing the
knowledge regarding the same to the employees and including them in the respective process as
well. As commented by Lewin, there are three steps which include Unfreeze, changing and
refreezing which needs to be incorporated by the companies. The entire process of change entails
through proper creation of the perception wherein the change is needed.
The first step includes the unfreeze- wherein the companies are ready to change, in such
scenarios, the different employees are needed to be involved in the process of change which will
improve their morale and gain competitive advantage. Unfreezing means the perceptions of the
different individuals needs to be valued which will be suitable for unlearning the bad habits and
working for the better which will be effective and it is considered to be the new way of reaching
to the different objectives.
In addition, the second step involves the implementation of the change which will be
considered to be the period of transition and it is considered to be the most dynamic aspects
which is being followed by the companies. In order to achieve efficiency, the different
individuals will require taking on new tasks which will be suitable for entailing the learning
curve that will be viewed as the investment and it will be delivering the benefits in the future. As
to generate effectiveness in the companies, it can be seen that the involvement of management

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and the employees play a crucial role in the company and it will be suitable for generating the
efficiency in the structure of the company as well.
Lastly, the freezing is the stage in which the different new changes which have been
implemented are being freeze and it is making the same stick. As commented by the authors, the
change will be reaching to the final extent when it is being made permanent.
Critique
It is required to communicate and improve morale of employees for introducing the
change and the structure to regain effectiveness as it will be appropriate for providing the
different kinds of opportunities to the folks operational in the companies to showcase their views
and take full advantage of the change thoroughly. Through the primary survey methods such as
SPSS, it has been able to be identified that there is direct correlation between the communicating
the process of change management with the less number of attrition among the different
employees. The employers of the companies need to include the aspects such as proper conflict
resolution will be done and it will be suitable for the successful element.
Conclusion
From the respective model of Kurt Lewin, it can be analyzed that the change is the
eternal process which is required to be followed by the different companies by informing the
employees regarding the same which will be beneficial in achieving the success and bring on
different improvements that will be effective in the growth of the company and employees
together.

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Article 3
Domingues, A.R., Lozano, R., Ceulemans, K. and Ramos, T.B., 2017. Sustainability
reporting in public sector organisations: Exploring the relation between the reporting process
and organisational change management for sustainability. Journal of environmental
management, 192, pp.292-301.
Summary
As commented by Domingues et al. (2017), there are hurdles which are related to lack of
communication between the supervisors and the employees working in the company while
implementing the change. The authors have commented the fact that the failure to communicate
the intended changes can break and the different speculations as well as rumors can sweep the
company. It will be generating lack of trust among the employees as they may feel that they are
not being valued in the company which makes it difficult for the staffs for embracing the
changes.
In addition, the uncertainty in the process of change management can impact and disrupt
the process of innovation that will be leading to the failure of the growth of the companies. In
such scenarios, the authors in the article have commented that it is desirable for them in
understanding the updates which are planned, or else it will be less likely to be aligned with the
objectives and feel disconnected as well. For instance- In Samsung Company, the exploding of
the Galaxy Note 7, the main reason for the failure of the lack of communication between the
employees and supervisors which affected the growth of the company. While introducing the
new phone, the management of the company did not understand the process of introducing the
change, which led to the failure of the phone and it affected their profitability at a huge rate
(Samsung.com 2019).

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Critique
While changing the structure of the company, there should be requirement of the
involvement of the various employees that will be suitable for the successful organizational
change and it will be impacting the productivity and efficiency in a positive manner. There can
be different instances where the low self-esteem becomes the barrier to the organizational change
wherein the staffs are possible to resist the change. It will be making it difficult for the smooth
kind of transition and impact productivity negatively and affects the organizational success as
well. When the different employees are not happy with the process of organizational change,
they have fewer tendencies to perform the work in a manner which can affect the company from
achieving entire success which have been generated through primary research.
Conclusion
From the respective example, it can be seen that the communication is the key element
that needs to be introduced by the companies for improving the growth of the companies and
improves the morale of employees appropriately. Keeping the employees up to date and speed
through conducting regular meetings or setting up the different brainstorming sessions in which
the communication is required to be two-way communications because it will be helping the
different staff members to change the procedures by providing their valuable ideas and gain
competitiveness in the process effectively. Furthermore, in many instances, it has been seen that
the different employees do not like the change which leads to the failure of the growth of
companies and it can be effective in development of a suitable role in making the employees
understand process of change and the vital aspects of change on the structure of the company.

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Article 4
Morin, A.J., Meyer, J.P., Bélanger, É., Boudrias, J.S., Gagné, M. and Parker, P.D.,
2016. Longitudinal associations between employees’ beliefs about the quality of the change
management process, affective commitment to change and psychological empowerment. Human
Relations, 69(3), pp.839-867.
Summary
As commented by Morin et al. (2016), it can be seen that due to the lack of
communication, there is resistance to change among employees as when the employees get
contented in present, there is no further growth. The confrontation needs to be particularly
addressed on the psychosomatic level which will be suitable for removal of the different
behavioral barriers which can restrict the evolution.
For instance- In case of McDonald’s, there was a failure of the balance between
innovation and the leadership process of the CEO of the company. While introducing the
innovative procedures in the company, the leader did not introduce the process with the
employees that led to the resistance to change among employees. In such scenario, the different
employees felt that they are not being made the part of the process due to which it led to the lack
of productivity and lack of revenue generation in the company against the other competitor
companies such as Domino’s Pizza or Pizza Hut (McDonald’s.com 2019).
After the analysis of the respective instance of McDonald’s, it can be seen that there
should be proper communication as it will be apposite for managing the employees feel valued
and it will make them work in a better manner than the others (Jick and Sturtevant 2017). In
order to reduce the resistance to change, it can be seen that the balancing of the innovation with

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proper leadership by communicating the entire process to the different individuals play a vital
role in managing the change and achieve the competitiveness in the market. In addition, as
commented by Jones et al. (2019), the lack of consensus is the other major aspect that can be
affecting the growth of companies negatively. When the company management fails to get
overboard with the corporate changes, there can be various changes which will be affecting
morale of the employees and deal with the situation negatively.
Critique
In many of the cases, it can be seen that everyone on board will be effective for
improving the process and it will be suitable for implementing the process efficiently if they
initially have reservations. While transitioning of the company’s aspects, it can be seen that there
should be change resistance and it can affect the change negatively. The planning and
communication are the two crucial elements which will be beneficial in managing the
effectiveness suitably and help in making the decisions easily. Moreover, there has been proper
usage of primary and secondary methodology that helped in developing new philosophies from
the basis of the different viewpoints of the respondents and it helped in the management of the
resistance to change among the employees working in the companies. In addition, affective
commitment is the solution that has been generated from the different case study approaches and
the surveys which were conducted and it helped in developing a solution which helped in
improving the status and gained more competitiveness.
Conclusion
Resistance needs to be addressed from the psychological level which will be suitable for
removing the behavioral barriers which will be restricting the evolution. The initiation of the
plan through proper incorporation of the different planning of the new philosophies can be

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helpful in breaking down the barriers which have been set up during the process and it is suitable
for the development prediction of the company correctly as well. The change is imminent in
nature, however adoption to the respective change is eternal in nature and it needs to be managed
by the employees and employers by setting a suitable example that will be the benchmark for
them and it can be suitable for achieving the imminent results appropriately as well.
Article 5
Whyte, J., Stasis, A. and Lindkvist, C., 2016. Managing change in the delivery of complex
projects: Configuration management, asset information and ‘big data’. International Journal of
Project Management, 34(2), pp.339-351.
Summary
As commented by Whyte, Stasis and Lindkvist (2016), that the change will be falling
when there is no introduction of proper and concrete planning. Without appropriate planning,
the modification in the companies is likely to cause glitches than benefits. For instance- While a
company introduces a new system, it is the duty of the different managers to understand whether
the system is compatible with the old system and the different steps which are required to be
incorporated for transferring the information as to create a proper transformation. However, it
can be identified that the various issues such as low morale of employees which could lead to
resistance and affects the productivity and income generation of the company.
Moreover, managers or the higher officials of the company needs to be aware regarding
the dimension of change and inform the same to various employees which will be suitable for
achieving competitiveness. The author has commented that there should be proper relationship
between the strategy related to change management and successful enterprise resource planning

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as when there is appropriate planning, there could be appropriate implementation of the change
process and it will be delivering the positive results in the market compared to the other
competitors.
For instance- In the year 2006, Nokia was topping the competitive market until Apple
launched iPhone 3s and it redefined the smart phone along with challenges category leaders such
as Nokia and Blackberry. Due to the introduction of Apple, it affected the growth of Nokia,
however Nokia tried to introduce different new models without proper planning and it affected
the revenues of the company which affected the overall profitability negatively.
From the respective example of unsuccessful change management of Nokia, it can be
seen that there are different recommendations which needs to be implemented such as proper
planning by the management and employees for ultimately increasing efficiency.
Critique
The main critique in the respective article is that it talks regarding managing change in
the field of big data implementation. It has been seen that there are different kinds of other fields
in the organizational management which has not been covered. Moreover, due to the changes
which take place in the companies, there are different consequences attached to it which have not
been described and it lacks the in-depth analysis of the change management challenges in the
various fields. In addition, the other critique factor is that the proper planning is not the only
element which should be considered as there are few other elements such communication and the
consensus which plays a vital role in managing the change management prospects in the
companies which have not been discussed and it will be ineffective in controlling the different
fields of the organizational behavior approaches. The planning is the most crucial element which

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has been evaluated in the article that plays a vital role wherein the case methodology have been
used to understand the other cases of organizations in which the change management was a
challenge. Few leading organizations have been selected for the survey and from the analysis, it
can be identified that the planning is the most crucial element which should be evaluated by the
companies.
Conclusion
The successful planning involves proper delegation for maximizing potential of the staffs
which will be reducing the unsuccessful change aspects and create proper effectiveness in
introducing the new products and services in the market in contrast to other competitors.
Through implementation of proper planning, it will be suitable for reaping the benefits of the
systematic procedure that will be underlining exact nature of the changes for transferring the
essential type of information that affects the success of the business in a proper method. It will be
suitable for meeting the embracement that can be making the transition easy and it will be
effective in managing the organizational change aspects in a positive and suitable manner.

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References
Altamony, H., Al-Salti, Z., Gharaibeh, A. and Elyas, T., 2016. The relationship between change
management strategy and successful enterprise resource planning (ERP) implementations: A
theoretical perspective. International Journal of Business Management and Economic
Research, 7(4), pp.690-703.
Cummings, S., Bridgman, T. and Brown, K.G., 2016. Unfreezing change as three steps:
Rethinking Kurt Lewin’s legacy for change management. Human relations, 69(1), pp.33-60.
Domingues, A.R., Lozano, R., Ceulemans, K. and Ramos, T.B., 2017. Sustainability reporting in
public sector organisations: Exploring the relation between the reporting process and
organisational change management for sustainability. Journal of environmental
management, 192, pp.292-301.
Morin, A.J., Meyer, J.P., Bélanger, É., Boudrias, J.S., Gagné, M. and Parker, P.D., 2016.
Longitudinal associations between employees’ beliefs about the quality of the change
management process, affective commitment to change and psychological empowerment. Human
Relations, 69(3), pp.839-867.
Whyte, J., Stasis, A. and Lindkvist, C., 2016. Managing change in the delivery of complex
projects: Configuration management, asset information and ‘big data’. International Journal of
Project Management, 34(2), pp.339-351.