Effective Change Management in Today's Organizations: A Report

This report explores the critical aspects of change management within contemporary organizations. It begins by defining organizational change as a modification of the internal environment to achieve growth objectives, highlighting its necessity for staying competitive through cost-effective operations and adaptation to new technologies, demands, and policies. The report emphasizes that change minimizes resistance, increases engagement, and enhances innovation in complex organizational structures. Furthermore, it delves into the reasons for the failure of change programs, such as lack of managerial knowledge, experience, internal conflicts, and cultural differences, using the example of team formation failure due to employee conflicts. The report also addresses the lack of buy-in from employees, demonstrated through a case of trade union protests against new machinery implementation, underscoring the importance of employee support in successful change initiatives. The report concludes by referencing relevant literature on organizational development and change management.

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

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Table of Contents
Topic 1.......................................................................................................................................1
Blog 1: Organizational change...............................................................................................1
Blog 2: Necessary for contemporary organization to appreciate change...............................1
Topic 2.......................................................................................................................................2
Blog 3: Reasons for failure of change programs....................................................................2
Blog 4: Further Reasons.........................................................................................................3
References..................................................................................................................................4

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Topic 1
Blog 1: Organizational change
Organizational change is a frequent activity in most of the company. It is referred to
as the modification that an organization in its internal environment for carrying out some
growth objective. Change in organization is different from other changes and affects
everyone involved in the company or is a part of it in some way or the other. The change that
the organization brings can be in its daily operations, organizational structure and other
sections of the organization. Pattern of such change differs from organization to organization
depending upon their structure and objectives to be carried out (Benn, Dunphy & Griffiths,
2014). The change is implemented depending on the objective of the company and its future
growth plan. Small organization takes up change management strategies in order to survive
against its competitors. Change helps the companies to stay ahead of its competitors by
adopting ways in which it can carry out cost effective operations. There are various new
drivers that take place during change such as new technologies, increasing demand, better
working conditions, government policy, economic conditions and others (KNOW, 2017).
Some changes in organization take place due to government policies. With a change in
government policy, an organization alters its operational plan for the upcoming period.
Blog 2: Necessary for contemporary organization to appreciate change
Contemporary organization is an organizational design, which is used in modern types
of organization with hierarchical levels and various complex structures. Change in such types
of organizational structure is important to keep a well-established structure and reduce
complexities and problems. Such types of organization have a much flexible operational
structure, which can be altered according to their objectives. Change can benefit such
organization in many ways such as minimize resistance, increase engagement, improve

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performance, reduce cost and take up innovation. It is necessary for contemporary
organization to reduce the amount of resistance or arguments that takes place in their
organization due to complex structure. Thus, change helps them to minimize such arguments
and maintain peace in their organization if taken in the right direction (KNOW, 2017). On the
other hand, the structure of contemporary organization is complex, which increases issues in
the internal environment. Planning the change in a way that can improve the areas giving
poor performance can help such organization to increase its profit. Further, change should be
initiated in contemporary organization as it helps in enhancing innovation in such companies,
which is otherwise difficult to initiate (Benn, Dunphy & Griffiths, 2014). This makes it
necessary that contemporary organization to accelerate the rate of change.
Topic 2
Blog 3: Reasons for failure of change programs
Carrying out change in the organization is necessary because of various reasons stated
above. However, carrying out change strategy is not an easy task to do, as it is necessary to
plan a change and include important credentials in it. In case the plan is not appropriate then
the company has a huge chance to fail in it. There are various reasons due to which a change
plans or implementation might fail for an organization. Some of the reasons are lack of
managerial knowledge, lack of experience and practice, continuous conflicts within the
organization and cultural differences. These issues arise in an organization, which leads to a
failure in change programs (Hornstein, 2015). For example, suppose a manager in the
organization has planned to bring a change in the organizational structure by dividing the
employees in teams. However, while implementing the process it was seen that there was a
conflict between the team members to work with each other. Manager planned to form teams
including some efficient employees with some new employees. However, the conflict that

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was visible between employees did not make it possible for the manager t form the team as
planned. Thus, the change plan remained under-achieved.
Blog 4: Further Reasons
There are various other reasons, which lead to failure of a change program. One of the
major reasons usually seen in an organization is lack of buy-in from employees. This is
because employees play a major role in a company and in formulation of a plan. They are the
core players in the organization that helps them to achieve the goals. However, employers
that relies and buy-in from their employees has often failed to achieve their goals due to
various reasons such as lack of coordination, support from them (Anderson, 2016). For
example, a manager decides to plan a change program in their operational department by
implementing new machines. This will make the production process faster and cost effective.
However, it was seen that the employees formed trade unions to protest the change in
operational processes because they knew that they might lose their job with the
implementation of modern machinery. Unions were formed and the production process was
stopped so that the manager changes the decision. This forced the manager to change the
decision and formulate different cost effective production process without hampering the
employees. Thus, due to lack of support the change program in operational process proved to
be a failure.

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References
Anderson, D. L. (2016). Organization development: The process of leading organizational
change. Sage Publications.
Benn, S., Dunphy, D., & Griffiths, A. (2014). Organizational change for corporate
sustainability. Routledge.
Hornstein, H. A. (2015). The integration of project management and organizational change
management is now a necessity. International Journal of Project Management, 33(2),
291-298. doi.org/10.1016/j.ijproman.2014.08.005
KNOW, T. Y. N. T. (2017). Past, Present, & Future of.