The meaning and of managing change

The meaning and of managing potpourriThe word stir itself tends to be very confusing and everybody fears and tends to refuse wobble. If you ask any employee ab issue salmagundi, he/she will expect negative responses to inter alteration. Despite being complex and confusing yet it is very important due to the changing economic situations facing the ball immediatelyadays.However, the meaning of managing careen varies according to people. For some people it maybe, a new way toward success for opposites it may be seen as a way to gear up its business onto new waves and so on. According to Michael Armstrong, swop management is the process of achieving the smooth implementation of dislodge by planning and introducing it systematically, taking into account the likeliness of it being resisted.Success of implementing change depends largely on the way change it is managed. In this chapter, there will be an overview on different perspectives, importance on change management, inclu ding various tools used by researchers to asses change management.2.2 CHANGE MANAGEMENT2.2.1 Conceptual mattersA.P Sloan (1967) stated that The circumstances of an ever-changing market and an ever-changing product ar capable of breaking any business organization if that organization is unprep atomic number 18d for change. In new(prenominal) words, if an organization decides to change it give the sacknot just happen it should be managed ripely.2.2.2 Typologies of changeThere ternary types of changes namelyStrategic ChangeStrategic change is delimit as changes in the content of a firms strategy as defined by its scope, resource deployments, competitive advantages, and synergy (Hofer and Schendel, 1978). It is near changing the organisational vision, mission and objectives for a longer term for its betterment.Operational ChangeOperational change consists of changes go byring in the organizations structures, new systems, procedures or technology, which will contribute towards a better human productivity or increase profitability. According to Gartner, operational change is cardinal in the provision of a high IT service quality.Transformational ChangeTransformational changes occur when there is a shift in the organizational culture resulting from a change in the organizational processes and strategies.2.2.3 Change ProcessIt is important for organization to understand the change process steps well and subsequently initialize those steps. According to Robert Bacal, it comprises three phases preparation stage, acceptance stage and commitment stage.Figure 2.0-The steps in the Change ProcessPreparation castContact Stage The very depression stage whereby, an individual have direct contact with the possibility of change occurrence.Awargonness Stage The individual is aware that change is being considered.Acceptance PhaseUnderstanding Stage Occurs when the individual shows a certain degree of understanding of the nature and intent of change.Positive Perception Th e individual starts developing a positively charged view about change.Commitment PhaseInstallation Stage The change is being implemented and operational.Adoption Stage The individual has now adopted the change and it is being long time enough to exhibit its positive result and impact.Institutionalization Change is fully incorporated in the organization and has shown its worth, durability and continuity and is now considered as a routine operating procedures.Internalization Individuals have become committed to change as they themselves consider it as compatible with their working behaviours, goals and organizational systems.2.2.4 Change ModelsOver the past years there have various change models being used, some of the models are described beneath.Kurt Lewin (1951), The basic mechanisms for managing changeIn this model Lewin talk about three processes unfreezing, changing and refreezing. Unfreezing implies changing the current attitudes and behaviours existing at the workplace. Howe ver, this process can lead to resistance, so change promoter should analyze the possible problems and resolve them. Besides, changing is a process of enactment whereby, change starts to be operational. While refreezing occurs once change is implemented and is in extremity of stabilization. Nevertheless it is a time consuming process, as people will have to lodge to this new development. The process is shown belowFigure 2.2- Lewin Three-Stage Approach to ChangeThere is also a methodology proposed by Lewin for analyzing change, known as Field Force Analysis. This method analyzes the restraining or the driving force which will have an effect on the transition. The restraining force includes those who have a negative view on change. It assesses which one of the two forces has the balance of power. Subsequently, it allow practitioner to take indispensable meausres to increase driving force and decrease restraining force. This can be illustrated diagrammaticallyFigure 2.3- Source ht tp//www.valuebasedmanagement.net/methods_lewin_force_field_analysis.htmlRichard Beckhard (1969), change programmeBeckhard initiated the following processesThe organization should set out desired goals and future organizational conditions after the change.Identify the current situation of the organization in relation with the goals.Identify the activities and commitment required during the transition to proper future goals.Develop appropriate strategies and action to manage this transition, taking into account factors that might affect this change.Beckhard alongside with David Gleicher developed a Change Equation which is shown belowFigure 2.3-Source http//www.greatleadershipbydan.com/2009/01/beckhards-change-equation.htmlAccording to them the above factors is necessary for any organizational change, which is applicable before and after the change.Keith Thurley (1979) five-spot approaches to managing changeAccording to Thurley, there are five approaches to manage change which areDi rectiveThis is done without any consultation and is imposed onto the people in times of critical situation or when other methods have failed.BargainedHere change is being bargained whereby employer and employee discuss, negotiate, and compromise before implementing change. The views of the employees are being taken into consideration.Hearts and mindsThis approach force to change the current attitudes, set and beliefs of the workforce. Through this approach, management seeks commitment, and shared vision from the workforce which does not mean participation.AnalyticalAnalytical approach demonstrates clear definition of problem by canvass and analyzing the situation. Afterwards, collect data to set objectives and design change process and finally evaluating the result. This theoretical approach is very difficult to do in practice.Action-basedIt starts with a loose idea of the problem and it uses trial and error to get a better solution. It is less analytical and more involving.2.2.5 Resistance to ChangePeople resist change because they fear of the unknown, and therefrom create negative feelings about change. People want stability and equilibrium in their lives as well as working look and so resist changes.2.2.5.1 Joan Woodward (1968), reasons for resisting changeAccording to Joan Woodward (1968), resistance to change are due toFearing the unknownMany people are suspicious about change because it will disturb their method of work, or working conditions, thus they have a feeling of insecurity.Economic fearPeople may feel if changes occur they might lose their job.InconvenienceThey think changes will make their life difficult.Symbolic fearChanges may affect some symbolic issues that people are attached to, like separate offices etc.Threat to interpersonal relationshipsThey believe that changes may disrupt their working relationships.Menace to status and skillThey tend to fit in change to a method of de-skilling or a reduction in the status level.Competence fea rsIf changes occur, they fear that they will not be able to adapt to new working demands and lack competencies.2.2.5.2 Overcoming resistance to changeResistance to change is a problematic situation which organization should overcome. Organization can use the vi Change Approaches (Kotter and Schlesinger) to deal with resistance to change, for exampleEducation and CommunicationOne of the reason people resist change is because, there is a lack of manduction of information. So management must, share and communicate information about the motives behind the change to its people.Participation and InvolvementWhen employees are involved and participate in the change, they are more enthusiasm about change and hence do not resist change.Facilitation and SupportUpper management must support and facilitate the transition they should armed service them to overcome their fears, through counseling, mentoring and so on.Negotiation and AgreementManagers may negotiate with group of employees which possess enough power to influence resistance to change. They may offer incentives or make agreement between them to combat resistance.Manipulation and Co-optionKotter and Schlensinger have proposed a method of manipulation and co-option when all other methods seem to be ineffective. This technique manipulates people who are resisting change. An example can be, giving a symbolic role in decision making to a leader. However, if they find out they are manipulated, they will drive resistance to change higher.Explicit and Implicit CoercionThis is the last resort that managers used, that is forcing employees to accept change, this can be effected through fear, by threatening employees lost of job, no career prospects and so on.2.2.6 Implementing ChangeNadler and Tushman (1980) have developed some guidelines for effective implementation of changeMotivate people to accept and adapt to changes.Good management and control should be ensured during and after transition through communication and proper image of the future. keep in line that politics dynamics support changes rather than reject it.Build stability of new structures and changes.In addition to these guidelines, changes will take place smoothly with the help of a change element who can be internal or external.2.2.7 Organizational TransformationOrganizational transformation as per Cummins and Worley (2005) is A process of radically altering the organizations strategic direction, including fundamental changes in structures, processes and behaviours.John P Kotter ((The Heart of Change, 2002) introduced strategies for organizational transformation, which is summed up belowIncrease urgencyMake real and possible objectives and drive motivation.Build the guiding teamBuild a team with right people possessing right kind attitudes, skills, commitment and so on bum around the right visionMake the team build simple vision and strategy and focus on emotional and creative aspect for more facultyCommunicateCommunicate to pe ople and encourage them to participate.EmpowermentOrganization should empower its people, remove all obstacles, provide 360 degree feedback, support and recognize and reward them accordingly. arrive at short term winsCreate short achievable aims, which are easy to attain. Organizations should also finish existing aims before starting new ones.Never have upAlways encourage and motivate and communicate forecasted results.Stabilize changeOnce change is implemented should make it stick, by creating a culture of change in the organization.2.2.8 Role of HR in managing changeAccording to Ulrich (1997) the key role of HR practitioners during change, is to act as a change agent and thus provide for organizational transformation and cultural change.2.2.8.1 HR practitioners as change agentsThere are four dimensions according to Caldwell (2001) that classify HR change agentTransformational ChangeThese are changes having a great impact on HR policies and practices of a business.Incremental Chan geIt is gradual modification of HR policies and practices that have diminutive effect on its activities.HR VisionSet of values and beliefs relating to HR functions which are a strategic business partner.HR ExpertiseHR professionals can use their expertise and knowhow to contribute for business success.2.2.8.1 HR contribution in change managementUlrich (1998) says that HR practitioners are not fully comfortable or compatible in the role of change agent. Therefore their duty is not to perform change but is to ensure that change is implemented. Their contributions are mostly about implementing structures, systems etc that support change. So they will have to motivate, communicate and involve people in change management. HR specialist must also provide proper training and development programmes so that employees can upgrade their skills, behaviours to adapt to change.2.3 ConclusionChanges always happen, so to remain up to date organization should invest in change management. Upper leve l management should feel the need for change and communicate to its people. Additionally, management should never be demotivated even if there is resistant, they should be perseverant and quell to encourage people to accept change. You should be the change that you want to see in the world Mahatma Gandhi. Information from this literature was used to develop the research methodology in Chapter 4.