HRES2101 - Change Management: Analyzing Workplace Changes as HR

This essay provides a change management analysis based on personal experiences with organizational structure and leadership changes. It examines the role of a human resource professional in implementing these changes, addressing employee reactions, and aligning organizational vision. The analysis incorporates Alberta Employment Standards and identifies forces driving change, such as complexity reduction and increased competition. The essay highlights the importance of adapting to internal and external environmental factors for organizational success in a competitive landscape. Desklib provides resources like this essay to aid students in their studies, offering a platform with past papers and solved assignments.

Running head: CHANGE MANAGEMENT ANALYSIS
CHANGE MANAGEMENT ANALYSIS
Name of the Student
Name of the University
Author Note

1CHANGE MANAGEMENT ANALYSIS
Introduction
Organizational change management or OCM is considered to be a major framework that
helps in the proper management of the effect that business processes, changes in the culture
and structure of the organization have on the employees. The employees are considered to be
an important part of the organizational change management based process. The issues that are
faced by the employees or customers of the organization need to be addressed with the help
of proper organizational change management process (Agote, Aramburu & Lines, 2016).
1. Identification of two different workplace changes experienced by me
The two major changes that have been experienced by me as an employee are, change that
has taken place in the organizational structure from hierarchical structure to flat structure and
the change in leadership of the organization. The human resource professional will be able to
play a major role in the ways by which structural changes can be implemented within the
organization (Al-Ali et al., 2017). The changes in the leadership process will be implemented
with the support that is provided by the human resources professionals. The workforce will
be managed in an efficient manner by the human resource based professionals in order to
develop the operations accordingly. The HR professional will be able to align the vision and
mission of the organization with the changes that have been implemented (Al-Haddad &
Kotnour, 2015).
2. Activities performed by me as a human resource professional
The employees of my organization have been affected in a huge manner by the changes that
have been implemented. The positive reaction based on implementation of changes is related
to the increase in levels of revenues. The negative reaction that can be provided by the
organization based on the implementation of changes is the resistance that is provided by the

2CHANGE MANAGEMENT ANALYSIS
employees due to the fear of the results related to change implementation. The global
business based landscape has led to the increase of relevance and need for the proper
implementation of changes (Alvesson & Sveningsson, 2015). The changes are sometimes
implemented for the purpose of survival of the organizations and sometimes they are applied
for progress of the organization. The concept based on change management has been able to
attract different organizations that wish to maintain their positions in the industry. The proper
functioning of the modern organizations is mainly based on the ways by which change
management is implemented (Binci, Cerruti & Braganza, 2016). The internal environment
and the external environment of the organizations are able to affect the change management
based process. The different researches that have been made are able to adapt to the changes
that take place in the operations and the structure as well. The levels of competition have
started increasing and have a major impact on the change management process. The change
based concept is mainly based on the ways by which the organizations are able to adopt new
processes in order to maintain their operations in the industry for a longer period of time
(Cameron & Green, 2015).
3. Research based on employment laws
The Alberta Employment Standards will be implemented by the organization in order to
maintain the changes in organizational structure and leadership that has taken place in the
workplace. The laws that are a part of the employee standards can be applied in an effective
manner in the organizational operations (Albertahumanrights.ab.ca. 2019).
4. Selection of the force that drives the changes
The force that has been able to drive the changes within the organization is based on the
which the levels of complexity in the organization can be reduced. The reduction of
complexity is possible with the proper development of a flat structure. The vision that has

3CHANGE MANAGEMENT ANALYSIS
been formed by the organization can also be changed in order to align it with the proper
implementation of the changes (Binci, Cerruti & Braganza, 2016). Another major force that is
able to drive the changes that have taken place in my organization is related to the increase of
competition in the industry. The increasing competition requires proper implementation of
the changes and proper collaboration of the employees as well. The leadership change is
thereby entirely driven by the change that have taken place in the demands in the industry.
The two forces have been able to drive the implementation of changes in my organization
(Alvesson & Sveningsson, 2015).

4CHANGE MANAGEMENT ANALYSIS
References
Agote, L., Aramburu, N., & Lines, R. (2016). Authentic leadership perception, trust in the
leader, and followers’ emotions in organizational change processes. The Journal of
Applied Behavioral Science, 52(1), pp.35-63.
Al-Ali, A.A., Singh, S.K., Al-Nahyan, M., & Sohal, A.S. (2017). Change management
through leadership: the mediating role of organizational culture. International Journal
of Organizational Analysis, 25(4), pp.723-739.
Albertahumanrights.ab.ca. (2019). Retrieved from
https://www.albertahumanrights.ab.ca/Documents/HR_in_AB_viewonly.pdf
Al-Haddad, S., & Kotnour, T. (2015). Integrating the organizational change literature: a
model for successful change. Journal of Organizational Change Management, 28(2),
pp.234-262.
Alvesson, M., & Sveningsson, S. (2015). Changing organizational culture: Cultural change
work in progress. Routledge.
Binci, D., Cerruti, C., & Braganza, A. (2016). Do vertical and shared leadership need each
other in change management?. Leadership & Organization Development
Journal, 37(5), pp.558-578.
Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide
to the models, tools and techniques of organizational change. Kogan Page Publishers.