BOICNMT220 - Evaluating Change Agents: A Factor-Based Approach

This essay provides an analysis of the internal and external change agents that organizations need to adopt when undergoing departmental changes. It emphasizes the importance of proper analysis to understand the various factors to consider before making a choice. The essay aims to identify the significance of change management with examples and conducts a literature review on managing and effectively adopting change. Key factors like communication, planning, motivation, workload management, and leadership are discussed, highlighting their roles in successful change implementation. Examples such as Amazon and Toyota are used to illustrate effective change management strategies. The essay concludes that change management is an ongoing process essential for project success, requiring careful consideration of various issues and difficulties that organizations and higher officials must address effectively.

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

1CHANGE MANAGEMENT
Introduction
The essay helps in analysing the internal and external change agents that are required
to be adopted by the organizations that are undergoing change in their different departments.
The proper analysis has to be done in the organizations as to understand the different factors
that has to be considered before making an appropriate choice. The main aim and purpose of
the essay is to identify the importance of the change management with examples along with
conducting an appropriate selection of the literature review on the change that is required to
be managed and adopted effectively.
Overview of Change Management
Change Management is one of the collaborative term for the different approaches as
to prepare and support the individuals along with teams in making the organizational change
that is required. Steigenberger (2015) has commented that change can originate from
different kind of external and internal sources through the technological advances or different
economic pressures. Sommer, Dukovska-Popovska and Steger-Jensen (2014) has commented
that there are different models along with theories on change management that can be applied
by companies as to implement the changes in the different areas of the work performed by
them.
Importance of Managing Change
Roy,Vohra and Budhwar (2016) has commented that meeting the milestones is not the
ultimate primary determinant of the success in change management project. The successful
kind of change includes that the employees have the entire capacity to adopt to and work
efficiently and effectively in the new environment. The main basis of the change management
is the capacity of the individuals to the change can be greatly influenced by how the entire
change is presented to them whether in an effective or ineffective manner. Kuipers et al.

2CHANGE MANAGEMENT
(2014) has stated that the capacity to adopt to change can shrink wherein there is
misunderstanding about the change and they resist to change as well.
The main rationale is that when the individuals understand the benefits of change,
they are more likely to properly participate in such process of change and this can be carried
out in a successful manner as well and this will cause minimal disruption to the entire
organization. There are different requirements that has to be analysed and undertaken by the
companies as to implement positive change in the work processes. Proper change
management will require more than simple kind of planning that includes developing and
documenting the different objectives to be achieved by the company and the means to
achieve the same.
Furthermore, Haslam et al. (2014) has stated that the committed leadership is essential
in the entire process of change management at the top as this helps in guiding the
organizational behaviour in the organization. Hornstein (2015) has stated and hypothesized
that good planning is critical factor for implementing change in the organizations.
Successfully managing the different complexity of the change is impossible without a robust
kind of plan that is supported by strong kind of project management.
According to Hayes (2018), the organizations need to apply the formal procedure of
the application of process of planning in preparation for change assists the different
organizations in taking the stock of the current position along with ensuring the alignment
with the business model or strategy of the organization. Additionally, planning ensures that
that the organisations are aware of the different kind of implications of preparation for
different reasonable eventualities. The good kind of change management process includes
setting a clear vision for the change that is aligned with the mission and vision of the
organization along with documenting the case and developing the change plan (Chad 2015).

3CHANGE MANAGEMENT
Factors considered before making choice for change management in organizations
There are different kind of factors that has to be considered while implementing the
change in an effective manner. It is essential in nature to consider the factors in an
appropriate manner as to track the progress and accordingly create a definable strategy. The
effective communication is the other major factor that has to be adopted by the companies as
this helps in explaining the stakeholders about the change that will be undertaken along with
the different benefits of the successful implementation as well. The planning along with
communication are the most important factors that is required to be analysed effectively as
without these, no change can take place and the changes cannot be embraced as well.
According to Mir and Pinnington (2014), the business of the organizations is required
to have and create a clear vision and mission for the change process. The communication of
the change that is required to be undertaken has to be informed to the different stakeholders
of the company. The communication process has to be kept simple and there should be
avoidance of the unnecessary jargons or the buzz phrases. The staffs have to be made clear
about the change that is required to be undertaken such as due to the backward use of the
technology is impacting the business in a negative manner.
The actual introduction of the change that is required to be undertaken has to be
communicated to the staffs as this can increase their morale as they will feel that they are
being valued and they will be providing proper importance as well. Furthermore, Klein and
Posch (2017) has commented that quality and quantity have to be monitored as the open
communication skills will ensure that the stakeholders have different avenues along with
proper recommendations. This kind of communication channel will help in reducing the
employee turnover rate and this will be beneficial for the organization as well.

4CHANGE MANAGEMENT
Lines et al. (2015) has stated that one of the most challenging aspects with the change
management process is motivation. The motivation is required to be provided to the
employees while the change management is taking place in the companies. There are
different circumstances wherein some changes are not beneficial and this can create negative
impacts on the business as well. It is the entire responsibility of the organization to
communicate the changes in a positive manner. Rich (2016) has hypothesised that there are
different situations when the staffs are guilty of reverting to the old ways through out the
entire process of change both effective or ineffective. The change management process needs
to be companywide, so the employees need to provide trust by limiting the different
opportunities for the staffs as to revert to the old habits.
Furthermore, the monitoring is required to be done to measure the entire effectiveness
of the communication process (Booth 2015). The workload has to be managed by the
organization as the change that has been implemented by them can bring extra workload in
different organizations. Additionally, if there are different kinds of technology related
changes, this change can be time consuming and the staffs has to be informed accordingly in
such situations. As the manager of the organizations, it is essential for them to passage
through the entire change process with evaluation of the feasible opportunity (De Lange et al.
2015).
Lewis, Passmore and Cantore (2016) has commented that it is the sole responsibility
of the employer of the organization to identify the improvements that is required to be
adopted as this is critical to identify the focus and clarity in the goals. This involves the
identification of the resources and the individuals that will facilitate the process and lead the
entire endeavour. Proper providing of the different resources and the usage of data for
evaluation is essential process as these are the different crucial elements that has to be
undertaken by the organizations to provide the employees a proper and clear lines of

5CHANGE MANAGEMENT
communication throughout the process that is one of the critical elements in the change
modalities.
The organizations can implement various change processes in such a manner that will
assist them in retaining employees in the organization. It is advisable that the employers in
the organization should inform the employees about the change management process as this
will help them in increasing the morale of the employees and increase the productivity of the
organization as well. However, it has been seen that there are different kinds of challenges in
the change management process that has to be identified effectively such as due to the ever-
changing expectations of the consumers along with the competition in the global economy,
the science of the organizational change is constantly changing along with evolving. The
human element of the entire change management process is one of the most difficult as to
navigate as the individuals do not inherently like change or adjust to the same as well
(Schmidt, Groeneveld and Van de Walle 2017).
For instance- Amazon is the example wherein the change management has been
taken place and this has helped the company in successfully implementing the change in a
positive manner. Furthermore, the company is now the biggest rival of Flipkart as the change
management strategies used by them is excellent as the main focus of the company is on the
offering the customers with new products in an innovative manner.
Additionally, it has been noticed that the change techniques agree that the change is
difficult and cumbersome in nature. It is advisable that the employers in the organizations
need to implement proper planning along with communication as this is critical for the
success along with the improvement that is required in the organization. Proper monitoring
and managing the resistance is essential in nature as it has been noticed that resistance is the
crucial and normal part in the change management. In many organizations, it has been

6CHANGE MANAGEMENT
noticed that there are different changes that takes place both negative and positive for the
entire organization.
However, the negative changes that occur in the organization as there is fear of the
unknown in the organization. Furthermore, these kinds of issues and resistance among
employees occurs as there is risk associated with the change and there are employees who do
not want such kind of change and something new can be another pressure that will be
unsuitable for most of the employees as well. Change management is one of the ongoing
process and this is essential for any kind of project. When managing a change through the
lifecycle, this is essential to recognise the success of the entire team along with the
involvement of the different individuals as well.
Proper revision, reviewing of data is required to be conducted by the organizations as
this can help in making the change management a positive kind of approach. Change
management includes different kind of issues along with different difficulties that has to be
changed and taken care by the organizations and the higher officials in a much effective
manner. The top and main issue of the change management process is that the
communication gap is the issue and this can cause huge problems in communicating the
different essential aspects to the employees as well.
For instances- Toyota Company is the example that has performed Change
Management and they have been successful in their venture as well. Toyota implemented the
suggestions of Ohno and they started just-in-time approach. The approach that has been
applied by Toyota has been successful and they are one of the market leaders in the present
scenario. Furthermore, it was noticed that the company has implemented the change by
communicating the same to the employees and this helped them in increasing the productivity
of the company in an effective manner as well.

7CHANGE MANAGEMENT
Conclusion
Therefore, it can be concluded that the change management is one the effective
process that are implemented by different organizations in an effective manner. Proper
ascertainment has been done in order to make the change management process more effectual
in nature and this has helped the organizations to increase the productivity. However, there
are different factors that has to be analysed before the change management process has been
implemented by organizations as there can be negative impact on the employees and on their
productivity as well. The employees in the organizations has to be informed about the process
of change management in such a manner that this can help them in offering different
products’ in a much innovative manner. Lastly, the change management process is effective
when the changes are being communicated to the employees effectively.

8CHANGE MANAGEMENT
References
Booth, S.A., 2015. Crisis management strategy: Competition and change in modern
enterprises. Routledge.
Chad, P., 2015. Utilising a change management perspective to examine the implementation of
corporate rebranding in a non-profit SME. Journal of Brand management, 22(7), pp.569-587.
De Lange, A.H., Kooij, D.T.A.M. and Van der Heijden, B.I.J.M., 2015. Human resource
management and sustainability at work across the lifespan: An integrative
perspective. Facing the challenges of a multi-age workforce: A use-inspired approach, pp.50-
79.
Haslam, S.A., Van Knippenberg, D., Platow, M.J. and Ellemers, N., 2014. Social identity at
work: Developing theory for organizational practice. Psychology Press.
Hayes, J., 2018. The theory and practice of change management.
Hornstein, H.A., 2015. The integration of project management and organizational change
management is now a necessity. International Journal of Project Management, 33(2), pp.291-
298.
Klein, A. and Posch, A., 2017. A Little Change Goes a Long Way: An Institutional
Perspective on Change Processes in a Family Firm. In Academy of Management
Proceedings (Vol. 2017, No. 1, p. 15716). Briarcliff Manor, NY 10510: Academy of
Management.
Kuipers, B.S., Higgs, M., Kickert, W., Tummers, L., Grandia, J. and Van der Voet, J., 2014.
The management of change in public organizations: A literature review. Public
administration, 92(1), pp.1-20.

9CHANGE MANAGEMENT
Lewis, S., Passmore, J. and Cantore, S., 2016. Appreciative inquiry for change management:
Using AI to facilitate organizational development. Kogan Page Publishers.
Lines, B.C., Sullivan, K.T., Smithwick, J.B. and Mischung, J., 2015. Overcoming resistance
to change in engineering and construction: Change management factors for owner
organizations. International Journal of Project Management, 33(5), pp.1170-1179.
Mir, F.A. and Pinnington, A.H., 2014. Exploring the value of project management: linking
project management performance and project success. International journal of project
management, 32(2), pp.202-217.
Rich, G.J., 2016. A cross-cultural perspective on creative leadership and change
management: a case study of the influence of Barack Obama's early years. International
Journal of Teaching and Case Studies, 7(1), pp.15-23.
Roy, K., Vohra, N. and Budhwar, P., 2016. Rethinking management theory and practice for
the Indian context: An international management perspective. Thunderbird International
Business Review, 58(6), pp.507-513.
Schmidt, E., Groeneveld, S. and Van de Walle, S., 2017. A change management perspective
on public sector cutback management: towards a framework for analysis. Public
Management Review, 19(10), pp.1538-1555.
Sommer, A.F., Dukovska-Popovska, I. and Steger-Jensen, K., 2014. Barriers towards
integrated product development—Challenges from a holistic project management
perspective. International Journal of Project Management, 32(6), pp.970-982.
Steigenberger, N., 2015. Emotions in sensemaking: a change management
perspective. Journal of Organizational Change Management, 28(3), pp.432-451.