HRMT20028 Essay: Managing and Leading Change in Organizations

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HRMT20028
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Table of Contents
Introduction................................................................................................................................3
Managing and leading changes..................................................................................................3
Role of internal and external factors in driving organizational change.................................3
Role of senior management and line managers in facilitating and implementing change.....4
Common causes of resistance to change................................................................................5
Steps to be implemented by organizations to ensure effective change process.....................6
Strategies to ensure a change capable culture........................................................................6
Conclusion..................................................................................................................................6
References..................................................................................................................................7
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Managing and leading change effectively through understanding
the process of change
Introduction
Changes are very important for the growth and the sustainability of the organizations. With
the resistance of changes, the managers are able to develop the skills and capabilities of the
employees working in the organization. Changes are an integral part of management process.
All the activities of the organization are impacted by the changes and thus managing they are
very crucial for the growth of the organization. The respective essay is highlighting the
consequences faced by different organizations due to the changes in the situations. It is
likewise included with the managing and leading patterns that can be utilised by the managers
of the organization in order to reduce the impact of changes and enhances sustainability. The
content of the essay is completely based on the thoughts and the views of different authors.
The perception of the authors helps in understanding the value of changes and its leading
process in the most effective and precise manner.
Managing and leading changes
Managing and leading changes are utmost important for the existence of the organization.
With the consent of (Kuratko, Hornsby & Covin, 2014), it is identified that in this
modernised period changes are very important for the organization. With the help of changes
the organizations are able to adapt themselves for the new world. The managers are able to
evaluate the latest trends and are able to attract their target market. In the absence of changes
the managers will not be able to understand the changing perspectives of the stakeholders and
will not be able to satisfy them (Kuratko, Hornsby & Covin, 2014). With changing
environment the managers develop the quality of being flexible that is very important for the
productivity of the organization.
Role of internal and external factors in driving organizational change
All business practices are impacted by certain internal and external factors. It is very
important to identify these factors for boosting the growth of the organization. All the major
decisions of the firm are undertaken with the evaluation of these factors. In a similar manner,
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it can also be said that internal and external factors hold a significant value in driving changes
in the organization (Hickman & Silva, 2018).
With regards to (DuBois & Dubois, 2012), the internal factors that facilitate changes in the
organization are related to the human resources of the firm in majority of cases. The demands
or requirements of the employees working in the organization keep changing over time.
Understanding the requirements of the employees and fulfilling them is the basic duty of a
manager. This is a part of change management and it proves effective for the growth of the
organization (DuBois & Dubois, 2012). With the help of this factor the managers can
motivate the employees to function with more zeal and enthusiasm in the organization. In this
manner change that is driven by internal factors of the firm will prove significant for the
organisational functions (Fernandez & Rainey, 2017).
As per the views of (Hickman & Silva, 2018), along with internal factors, the external factors
likewise facilitates changes in the organization. There are a variety of external factors that
can impact the functions of the firm such as changes in demand of customers, change in legal
policies, changes in trends, changes in the marketing practices and so forth. It is very
important for managers to examine all of the changes before framing decisions. The external
factors of changes have a lasting impact on the functioning of the organization in comparison
to the internal ones.
According to (Fernandez & Rainey, 2017), it is very important for the organizational
personals to evaluate the perceptions of the customers in this changing period. Consumers are
the major stakeholders of the firm and satisfying them is the primary function of every
organization. By analysing the perceptions of the customers the managers will be able to
evaluate strategies that can help in fulfilling the same. With the help of this approach the
managers will be able to enhance the profitability of the firm and can promote its growth
potential (Fernandez & Rainey, 2017).
Role of senior management and line managers in facilitating and
implementing change
All the authorities of the organization have a significant role in the process of change
management and leading. But most importantly it is the duty of the senior managers to
participate in the activities of the change management. They are the authorities which are
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allowed to frame the important decisions of the organization. Both the senior managers and
line managers have a crucial role in the implementation of changes. Senior managers are the
one which is responsible for approving the decisions and the line managers are responsible
for implementing the same in the most effective manner (Ibrahim & Primiana, 2015).
For the execution of every decision or change, it is important to take approval from the senior
managers of the organization. They are responsible for scrutinizing the impact of internal and
external factors and propose effective decision for the organization. Without this process the
line managers will not be able to perform their activities. Senior managers are likewise
responsible for directing the managers working under them. They have the authority to
question the performance of the employees and to guide and motivate them to improve the
same (Ibrahim & Primiana, 2015).
The task of line managers starts after seeking approval from senior managers. Their task is to
work as per the directions of the senior managers and to put complete efforts in the working
of the organization. It is very important for the line managers to cooperate the senior
managers (Ibrahim & Primiana, 2015). Though the senior managers are very important for
the implementation of changes but without the cooperation of line managers they will not be
able to fulfil their objectives. They hold a significant role in the respective process. With the
support and cooperation of line managers, the senior managers are able to change the policies
of the organization.
Common causes of resistance to change
With regards to the reading of (Ates et. al., 2013), it is analysed that it is very important for
the managers to start change resistance program in the organization. This helps them in
handling the tedious situations in the organization and likewise promotes flexibility in the
firm. With the study of different journals, it is identified that there are various reasons that
promote the resistance of changes in the organization. One of the major reasons is reduction
in employee retention rate. If the managers of the organization are not able to adapt
themselves with the changes then they will not be able to maintain effectiveness in the firm
(Appelbaum et. al., 2012). They had to face the loss of the employees and this will hamper
the productivity of firm in negative manner (Ates et. al., 2013).
Apart from this, the managers can likewise have to deal with certain communication issues
in the firm if they do not implement effective resistance approaches. The managers can feel
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difficulty in communicating with the major stakeholders of the firm such as customers,
employees and so forth. With regards to all of these factors it can be said that resistance to
change is crucial for the growth of the organization.
Steps to be implemented by organizations to ensure effective change
process
In order to implement changes in the organization, the managers have to undertake a number
of steps and action. They have to function in a planned and secure manner in order to avoid
future challenges.
By concerning (Georgalis et. al., 2015), it is evaluated that the first step of the respective
process is critical thinking. In this process, the managers try to evaluate the reason that is
causing a change in the organization. This is one of the most essential and basic steps of this
process. After this the managers try to frame ideas that that can help them in resolving the
issue and resisting the change in the firm. The third step of the process is monitoring and
controlling. In this process the managers try to monitor the actions and try to control them to
ensure future success of the firm (Georgalis et. al., 2015)
Strategies to ensure a change capable culture
In this uncertain era, it is very important for the managers of the firm to be flexible and
adaptable. In order to create a change capable culture the managers can try to ensure freedom
to the employees of the firm. They must motivate the employees to initiate ideas in the firm
and guide them to explore new things while working. With the help of this approach they will
be able to ensure a creative and adaptable environment in the organization (Appelbaum et.
al., 2012)
Conclusion
The above essay is completely based on the activities required for managing and leading
changes in the organization. The essay helps in conjecturing that changes are essential for the
working of the organization. It is the responsibility of the managers to resist the changes in
order to enhance the profitability of the organization.
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References
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