September 3, 2011

Example of Change Management

Change Management

Change management is an organizational process that aims to inform the entire work force on how to adapt and embrace changes in the business environment. It is a well-designed approach to transitioning employees, teams or organization from a present condition to desired future organizational improvement. In this regard, there are different types of management changes that include missionary changes, strategic changes, operational changes, technological changes and changing the attitudes and behaviors of personnel. According to the business experts, organizational changes must begin with a systematic and thorough analysis of the current condition of the company. This is to be able to determine both the need for company’s reformation as well as its capability to change. On the other hand, if the managers will encounter a tremendous change programs in the organization, they should consider this as a big project. Meaning, all effort must be exerted; as well as appropriate preparation process such as producing plans, allocating resource, and appointing staff must be given top priority. For most organizations, change management means a thorough implementation of policies and procedures, and technological innovation in dealing with current challenges in the business world. In the same manner, this is also the most possible way to increase the profit potentials of the company.

(http://searchcio-midmarket.techtarget.com/definition/change-management)

Generally, change management is inevitable in any business. And, business leaders and managers must be competent and effective enough in handling this situation. Relatively, there are certain principles that must be kept in mind for change management. First, bear in mind that people have different reactions to change. So, business leaders and managers must have readily information about the change management that will take place. The concerned individuals must deliver the information with all honesty and sincerity. Optimism must still be promoted, whatever the intensity of the circumstances, but do not over optimistic, it might lead them to unrealistic expectations. For a large corporation or groups, there must be a communication strategy in order to disseminate information in an efficient and comprehensive way to everyone. Second, the needs of every employee must have to be met by the management. The management should give the employees enough time to make choices, and on the part of the management, they should be honest about the possible consequences of whatever choices they will make. Both the advantages and disadvantages must be discussed sincerely to the people. Third, fears of losing the job have to be dealt with extra care and positivism. Change management, more often, brings loss rather than gains to some employees; and the only thing that the leaders or managers must do in the situation is to give them adequate time to express their views and opinions about the situation; so as to support their decisions too; and all these can be done properly through coaching, counseling and giving appropriate information that they need; to enlighten them in their loss curve. In every organization, change management gives a significant fear to the people of losing what they already have, and to ease their fear, the management must identify directly what will be the replacement of that loss. Typically, it is easier to accept any loss in the job if there is something to replace it. And, this is the most effective way to lessen the fear of the employees. Fourth, the management must give the people the opportunity to express whatever their concerns or fears. Then, give them reassurances to alleviate their apprehensions. Finally, management should keep a closer relationship with the employees; find time to make informal discussions and feedback or reactions on the current changes in the company.

(http://www.adb.org/Documents/Information/Knowledge-Solutions/fast-effective-change-management.pdf)

Furthermore, change management can be considered successful, if the organization and the entire people are working hand in hand in welcoming and embracing the innovation ; and be able to cope with the new structured methodology associated with changes in the work place. However, not all organizations are tough to do change management, because this requires a total compliance of everybody in the workplace. Besides, the larger changes occur in one organization, the larger the budget allocation must be prepared. And, it will take some time for the existing employees to get used of the new policies and procedures in the organization. More often, it really requires appropriate trainings and seminars for the whole workforce in order to adapt the entire changes efficiently and effectively. Nonetheless, all change management efforts, if done properly, will absolutely lead to better results not only to the company but to the entire personnel as well; many companies, which have done already change management, proved their decisions right; by showing significant development in the entire company and an increase in their revenue.

(http://www.teamtechnology.co.uk/changemanagement.html)

References:

(http://searchcio-midmarket.techtarget.com/definition/change-management)

(http://www.adb.org/Documents/Information/Knowledge-Solutions/fast-effective-change-management.pdf)

(http://www.teamtechnology.co.uk/changemanagement.html)

No comments:

Search your topic below.
We have more than 2,000 FREE Research Proposals in this FREE library.

Search This Blog

Related Posts with Thumbnails
 

Recent Posts