Organizational Change Management: Strategies and Implementation Report

This report delves into the intricacies of organizational change management, providing a comprehensive overview of its significance and practical applications. It begins with an executive summary highlighting the core concepts and benefits of effective change management. The report then explores the importance of organizational change, emphasizing its role in fostering growth and development within an organization. It examines various strategies crucial for successful implementation, including careful planning, clear communication, and employee involvement. Furthermore, the report analyzes prominent models of organizational change management, such as Lewin's, McKinsey's 7-S, and Kotter's models, detailing their stages, components, and benefits. It also addresses the challenges encountered during implementation and discusses the goals of change management, including enhancing organizational culture. The report concludes by summarizing the key findings and emphasizing the importance of adaptability and strategic planning in navigating organizational changes. It uses several academic sources to support the claims and arguments made in the report.

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Organizational change management
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Executive Summary
The organizational change management is the managing of the organization by the
change in the organization. The changes can be effective in the right working of the
organization. The systematic approach of organizational change management is beneficial
when there is a requirement of the introduction of new changes in the behavior or the skills of
the employees. It enables in developing the overall structure of the organization improving
the operation of the organization.

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Table of Contents
Introduction................................................................................................................................3
Discussion..................................................................................................................................4
Importance of organizational change management................................................................4
Strategies of organizational change management..................................................................5
Models of organizational change management......................................................................6
Goals of organizational change management......................................................................10
Organizational culture..........................................................................................................10
Challenges in the implementation of organizational change management..........................11
Conclusion................................................................................................................................12
Reference List..........................................................................................................................14
Bibliography.............................................................................................................................16

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Introduction
Organizational change management is the framework that effectively helps in managing the
business process, cultural changes in the organization or effectiveness of the business
process. The systematic approach of organizational change management is beneficial when
there is a requirement of the introduction of new changes in the behavior or the skills of the
employees. It is used for the implementation of the structural changes in the organization and
the capabilities of the organization (Lozano, Nummert & Ceulemans, 2016). It is used for
preparing, adoption as well as for the fundamental and radical changes in the organization. In
the changing of the organizational structure there includes changes in the policies, culture,
physical environment and the role, skills and responsibilities of the employees. The
organization must bring the change management keeping in aspect various aspects like
planning, difficulties in accepting the changes by the employees as well as difficulty in
implementation of the plan.
The organizational change management focuses on the macro and microenvironment
for reducing the potential negative fallout of the structure of the business (Domingues,
Lozano, Ceulemans & Ramos, 2017). The changes brought in the organization has an impact
in the working of the employees as well as the organization. The organizational change
management looks into reality and the working of the employees for the better working of the
organization. Various benefits of organizational change management that helps in the
improvement of the production of the organization. Organizational change management helps
in the success of the organization. The organizational change management has been
explained in detail with the help of various models and the way it will be beneficial to the
organization. In the development of organizational change management, some strategies help
in the proper execution of the plan (Rosenbaum, More & Steane, 2018). The paper is an

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elaborate study of the organizational change management, its benefits, and the challenges that
the organization faces while implementing the changes.
Discussion
Importance of organizational change management
Organizational change management is an important aspect of an organization (Hayes,
2018). It helps in the growth and development of the organization. It is important for a
change in the company and the improvement of the working of the stalkholders of the
organization. The change is important in many ways like in the strategic, leadership or
technological change in the organization. From research, it has been evident that
organizational change management has brought various improvements in the working of the
organization (Hornstein, 2015). However, the various organization that fears the
implementation of organizational change management. The organizational change
management brings positive as well as a negative impact on the working of the organization.
The organizations that must strategies looking into various factors of the organization that
will help in the implementation of the planning and will provide a proper execution of the
organization.
Often organizational change management creates resistance to the change in the firms
in the implementation of the new technologies. This helps the employees in a better
understanding of the changes and creates open-mindedness in the workplace. This helps in
the decrease of the tension among the employees and creates a smooth working of the
organization. Organizational change management is a formal way of communication with
employees. It enables the employee to understand why the change is taking place and
ultimately benefit the employees in the working process (Pick et al., 2015). The change
ensures an increase in the productivity of the organization and the planning of the better

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structure of the organization. It develops the overall working of the organization. The change
must ensure that the responsibility is taken by the leader, who is strong enough to handle the
issues of organizational change management.
Strategies of organizational change management
The changes in an organization can be short-term or long-term yet the organization
must ensure that the plans implemented must be strategic and there will be a successful
execution of the changes made in the organization (Doppelt, 2017). Below are some of the
strategies mentioned that help in achieving organizational change management successfully:
 Plan carefully: Before implementation of the organizational change it must be
informed to the workers, there must be meetings before planning and everyone must
accept the change (Gohari, Mirchi & Madani, 2017). Hence, there must be careful
planning to avoid any situation of dispute. Clear view to the employees about the change: The manager must be clear to the
employees about the change and must ensure that the employees should know the fact
of the change. Communication: There must not be any sort of communication gap, which may lead
to misunderstanding with the employees later (Schelhaas et al., 2015). The manager
must ensure that the plan is accepted by all the employees and will work according to
the plan. Be transparent about the plan: Generally, the organizational changes are major,
hence, the approval of the employees is necessary (Cameron & Green, 2015). Thus,
there must be transparency with the employees about the plans. This increases
communication with the employees as well.

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 Create a map: Creating a map will help in a better understanding of the plan and this
will be helpful in future planning. This will demonstrate the planning for the
employees and help in understanding the working of the organization. Provide training: The organizational change management can be implemented with
the help of providing training to the employees by educating them about the
technology and the materials or the skills required for the enactment of the
organizational change management. Invite participants: The employees can be invited to the organizational change
management and asked for feedback and participation for the betterment of the
working (Cummings, Bridgman & Brown, 2016). With this, the employees will know
about the change and there will be greater chances of accepting the change. Providing time to accept the implementation: In the enactment of the organizational
change management, the leader must be positive about the change and must provide
time to the employees to accept the change. Strong leadership: For the enactment of the organizational change management, the
leader must be strong enough to motivate the employees and be positive in the time of
change (Teixeira, Gregory & Austin, 2017). Monitor and measure: The mentor must look into the working of the organizational
change management and monitor it accordingly and measure the changes.
Models of organizational change management
To manage change and enactment of the change strategies, it is crucial to avoid unnecessary
implementation or random methods of change management; instead, one should focus on
plans that are suitable for action. There have been developed various models for the proper
implementation of the strategies (Hornstein, 2015). The organization must develop the

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models for the proper execution of the strategies. The following are some of the important of
the models of organizational change management:
 Lewin’s Change Management model: The most effective and models, which make
the change management possible is Lewin's Change Management Model. Kurt Lewin
in the year 1950 has developed the model that has been still effectively used. The
model have three prime stages:
 Unfreeze: This is an important phase, wherein the organization is preparing to
make a change (Pollack & Pollack, 2015). The change is important because often
employees resist changes. This phase is also important because change is an
important part of the organization for the growth of the organization.
 Change: It is the phase where the development takes place. The method may be
time taking, according to requirment time in initiating the development in the
organization. As a good leader, understanding the importance and making the
employees understand the important is necessary.
 Refreeze: It is the stage when the organization and the employees have accepted
the change and the organization has started to become stable. At this stage staff
and the process begins to refreeze (Small et al., 2016). The employees are adjusted
to the changes in the organization.
 McKinsey’s 7-S model: The consultants working for McKinsey & Company, later on,
started using the model or the framework after it has been stopped using. The
following are the 7-s of the framework or the model:
 Strategy: It is the strategy that is developed to develop competition and reach
goal. It is the first chance in the framework of Mckinsey.
 Structure: It is the stage where the organization is divided or structured
(Cummings, Bridgman & Brown, 2016).

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 System: It is the planning or the system that the organization follows to execute
the change.
 Shared values: The main value or the core value is the shared value on which the
entire running of the organization depends on.
 Style: The style in which the change is implemented or adopted is called the style.
 Staff: It is the employees of the organization.
 Skills: The skills of the employees or the working competency of the employees is
the skill.
Benefits of this model
The model gives an understanding of the organization and gets into the way the
organisation works. It also gives emotional as well as practical components of change, which
is important to create enable employees (Ravanfar, 2015). The model gives value to all the
parts of the organization and ensures that there is a change in every organizational structure.
The disadvantage of this model
As every structure or part of the organization is interconnected, hence, fall in one of the
structures will lead to the fall in all the other structures of the organization. However, the use
of 0of the model is complex and hence there can be a difference in using the model. The
organizations using this model have mostly experienced failure as it is a complex model and
is difficult to use.
 Kotter’s change management theory: It is the most used and popular change
management theories (Cox, Pinfield & Rutter, 2019). John P. Kotter who is a
professor of the Harvard Business School and an author of various books have
adopted this theory. This model has been divided into eight stages, focusing on the
key principles of that is associated with the change:

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 Increase urgency: To motivate the employees towards achieving the objectives,
there is an urgency created among people.
 Build the team: The model believes in creating a team that helps in providing
better and quality work. This must be done by selecting the right people of mixed
skills, knowledge, and commitments.
 Get the vision correct: This model helps in creating a correct vision not only of
the account but also creativity, emotional and objectives (Galli, 2018).
 Communication: It is important to convey the people about the change that is
required to be enactment in the organization.
 Get things moving: For the improvement of the organization it is important to
bring changes or remove the road locks and improve the working of the
organization by moving things.
 Focus on short term goals: Focusing on short period improvement of the
organization and creating short goals help in the improvement of the organization.
 Do not give up: There will be ups and down in an organization and it is the role of
the leader to be patient and hope for the improvement and not give up (Campbell,
2018).
 Incorporated change: Apart from incorporating changes in the organization, it is
also crucial to reinforce and make the workplace culture.
Benefits of this model
It is an easy model to follow as the working goes systematically. It also accepts the change
and prepares the organization for the change.
The disadvantage of the model

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As it is a systematic model no step can be skipped and the entire model can be time-
consuming.
Goals of organizational change management
There are various goals in taking up the organizational change management by the
organization. The following are some of the goals of organizational change management:
 It improves the working of the organization by reducing the cost, improving revenue,
increasing opportunities, solving various issues and aligning work and strategies
(Doppelt, 2017).
 To develop a set of action plans for achieving the change in a given time, cost and scope
for effective working of the organisation.
 In improving the individual impact in the organization increasing the production of the
work.
Organizational culture
The organizational culture is the expectation, philosophy, and experience of the organization
that increases the value of the organization. The culture is based on the attitude, belief,
customs and the written as well as unwritten rules developed by the organization (Fernandez
& Rainey, 2017). The organisational culture of the organization also includes the vision,
mission, system, goals, and objectives of the organization. In an organization, there can be
various types of culture such as market culture, person culture, role culture, adaptive culture,
hierarchy culture, adhocracy culture, power culture, task culture, and clan culture. The taking
up of the culture depends on the organization, which type of culture is to be accepted by the
organization. The organization looks into the various working and the structure of the
organization for the improvement of the working of the organization. The organizational
culture affects the way of the progress of the organization. The organizational culture also

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affects the environment of the organization (Hughes & Wearing, 2016). Developing a
friendly relationship in the organization helps in the improvement of the culture of the
organization.
Challenges in the implementation of organizational change management
In the implementation of the organization change management, various issues that the leader
or the manager has to face. It will be difficulty in changing the management unless the
employees are ready to accept the change of their mentality. The change in the organization
will be affecting every single employee from a clerk to a manager. The change is a crucial
component for the growth and evolution of an organization, which can be implemented with
organizational change management. The paper will be discussing some of the challenges that
are being faced by the leaders while organizational change management and the ways of
handling the issues. The following are the challenges:
 Conflicts: Conflict is a common situation that may take place after a change in the
organization. Change may arise uncertainty or fear among the employees, which may
lead to taking their frustration out on each other. As a leader, the person must
intervene in the problem of the employees and try to resolve it. Moreover, the leader
should also find out the root of the problem and provide a solution to the issue.
 Setback: Setbacks are inevitable, but this can be reduced if the impact can be
recognized beforehand. However, strong and foolproof the plan may look there can be
issued in the execution. As a leader, when things go wrong one must be positive and
must find a better solution as early as possible.
 Planning: Planning is a crucial aspect of organizational change management. Without
the right planning, the change will fall wayside (Hughes & Wearing, 2016). Hence,
before organizational change management there must be the right planning of the way
of implementation of the change and how will it be effective to the organization.