Essay On Change Management

Essay about Change Management Assignment
Master of Business Administration
Managing Change in Organisations
Assignment
Date for Submission: 24 October 2011
Richard Morris (stu29915)
Word Count – 4363
CONTENTS
Page 3 – Briefly describe a significant organizational change that has occurred within the last 5 years.
Discuss the main internal and external drivers that made the change necessary and outline the key
management objectives in making the change. Page 4 – Drawing upon material from the online
module and/or relevant wider reading, demonstrate how managers planned the actions required to
achieve their objectives. Demonstrate what additional techniques might have been used. Page 9 –
Evaluate how effectively the process of...show more content...
The changes would allow for easier adaptation and faster response time.
Create a centralized, state of the art facility and evolve the business into the Elaboration of Structure
phase (RDI,2011G)
Since Kondor is a privately owned, family run business there has always been an element of
personal business practice. This personal approach to business/staff worked effectively for Kondor,
it was easy for senior management to get involved in each area of the business. But as the Business
grew, there was more pressure on Kondor to introduce a newer more efficient culture.
The new systems involved in this change project would lead to a flatter, leaner structure in the
business (RDI,2011A), meaning responsibility and accountability was passed down to trusted
individuals as opposed to a smaller group of senior managers (RDI,2011B). This change was seen as
essential in improving business agility, which would in turn help promote growth going forward.
Re–using Knowledge and becoming an effective learning organisation is important for Kondor
(RDI,2011BW). Market feedback and competitor activity is a day to day talking point, effective
distribution of this information is critical. The new culture would help improve the flow of this
information.
Internal and External Drivers for Kondor change
Internal Drivers | | organization of machinery and equipment | A state of the art warehouse facility

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Change Management Essay
Change Management
Change is not something to be taken lightly. "This issue of change is one of the greatest challenges
in the workplace today" (Fralix, P., 1998). One of the pitfalls of change within an organization is
employees' fear of what change will bring. Will implementing new technologies destroy my job?
Will I be able to keep up with the changes in my organization? These are some of the questions that
bring about employee apprehension to changes in business. This very apprehension can determine
the success or the failure of change within that system. Yet change is inevitable. Much like the
Darwinian theory of survival, the company that can adapt with changes in emerging technologies
will survive in today's society. So how...show more content...
Since change is inevitable, ongoing process, these management levers must constantly be altered also
(1997).
Even though this is not an altogether accurate definition from an instructional technology standpoint,
it does contain factors about change management. Most companies are concerned with aligning
themselves with their marketplace. Who hasn't seen a PetSmart or a KayBee's commercial where
the consumer may order his/her toys for either pet or human online. These corporations have aligned
themselves to their marketplace––Ebusiness. Another factor in change management is the tools to
accomplish this smooth transition. Most companies will agree that one must look at strategy,
operations of the actual and the optimal systems, culture of the work environment, and incentives to
those who facilitate the smooth changes. Also change is an ongoing process, so management of that
change is also going to be an ongoing process. In order to prepare for change within the company, it
is important to identify any destabilizing forces that bring about change.
"Change can be stimulated by three specific forces external and three specific internal forces to the
organization
External Forces
Society Political/legal environment Technological developments
Internal Forces
Membership in professional associations New organizational

Essay about Change Management
Managing and Maintaining Change
Change itself is the only constant for organizations that hope to have a full lifespan. While small
changes occur with regularity, a wholesale transformation or quantum evolutionary leap sometimes
becomes necessary. Without the full support of staff and management, such fundamental shifts are
challenging, perhaps even impossible to orchestrate successfully. Part of gaining that support lies in
managing change effectively. Haphazard change cannot breed confidence, but directional, managed
change that follows a logical progression carries the entire organization forward.
The process outlined in John Kotter's 1996 book from Harvard Business School Press, "Leading
Change," defines an eight–step program...show more content...
How well the directors of change motivate the rest of the organization using a firm understanding of
human nature.
How changes are implemented – the logistics behind the transformation.
These four cornerstones shape the eight–phase plan for managing transformational change.
Phase 1: Defining the Urgent Need for Change
Successful change management depends on ensuring that everyone in the organization understands
the need for a major change. The principle of inertia influences organizations as much as it governs
physics; maintaining a constant direction feels simpler, so you must communicate sufficient urgency
to overcome that inertia. The more cogently you present the case for making dramatic changes, the
greater the likelihood that your staff will support them. Researchers of change management
strategies estimate that three–quarters of your managerial staff must embrace the need for a
transformation to make that change take place.
Creating urgency about changes builds support for the shift. Make this sense of mounting urgency
for transformation the banner around which your organization rallies. Jack Welch, the chair of
General Electric throughout the 1980s, honed his skill at developing urgency to a keen edge. His
management techniques allowed him to restructure the company dramatically throughout the
decade, and although he was a polarizing figure for his methods, he created a model for success that
transmogrified a staid behemoth of a

Essay about Leadership in Change Management
Centuries ago, a famous Greek philosopher, Heraclitus disputed conventional wisdom that things
will always stay the same. Using the flow of the river as an example, Heraclitus describes the
changes that were going on the time a fluid. He challenged the Greek leadership to acknowledge
these changes or risk their global dominance. Two thousand years later, modern civilization is facing
the same challenges. A rapid improvement in technology compounded with an increase in global
competition has given rise to the emergence of change in most major industries. One industry were
change has become inevitable is the health care industry. Today, there are increasing calls from
management experts to a change the health care system to one that can...show more content...
Without competent leadership change can have negative impact on both the employees and the
patients. According to Wright (2010), lack of leadership in change management could lead to
adverse outcomes such as resentment, rebellious attitudes, and could end up damaging the same
people it intended to make better (p.20). Therefore, experts warned that it is very important to have
competent leadership at the helm of change management (p.20). As the focus of providing leadership
shifts to nurse administrators who are often in the frontline of change management, nurse
administrator should use essential tools such as the American Organization of Nurse Executives
(AONE) five domain of competence as a framework in change management.
What is the problem?
While many health care practitioners are willing to change, the issue is that change is often
mismanaged by leaders whom are either incompetent or lack the resources to follow through in the
implementation of change. An example was documented in a study of a California hospital unit
where patient satisfaction scores rose and immediately fell. At the time, the hospital was going
through transition. The nurses in the unit saw this as an opportunity to improve patient satisfaction
score. They initiated the process by recommending that the new chief executive officer (CEO)
change the current procedure to one that could led to the improvement of patients' satisfaction. The
result, in a few months

Change Management
Change Management Questionnaire
Change management according to many becomes essential for the following reason: external
pressure; which can encompass competition, new technology, cost, and regulation changes.
Furthermore, economic and social conditions can escalate long–term change necessary. This paper
will discuss several aspects of change management models, theories, and application thereof. In
addition, it will provide overviews of the drivers of change, factors necessary for to implement
change successfully, strategies and expectations of management, and leadership styles needed for
influence and effectiveness. Kurt Lewin 's three–phase model of change is described as unfreeze,
move or change, and refreeze. In simplified...show more content...
Communication with employees at all levels is key, even if the news is bad continually
communicate again this makes the employee still feel s/he is valuable to the organization, reduces
absenteeism and keeps them aware of the continued changes. Awareness to the strengths and
weaknesses each individual as they will be the producers to attain any new goals or targets placed
on them. Encourage feedback, even if it is not what you want to hear, everyone wants to feel his or
her opinion really makes a difference and is heard. Expect resistance, not everyone is adaptable to
change; changes may not work the first time and may need further adjustments. Facilitate
organizational learning teach members of the staff what all the organizational processes (Bowers, T.
2004.)
According to S. McShane author of Organizational Behavior, many organizational behavior scholars,
suggest that employee resistance represents symptoms of underlying restraining forces and should
be removed. Employees may be concerned about the consequences of change, like how the new
conditions can take away their power and status. Others may be worried about the process of change
itself, which can the effort required to break old habits and learn the new skills. The listed main
reasons are listed as: direct cost, saving face, fear of the unknown, breaking routines, incongruent
organizational systems, and team dynamics. Brief examination of these reasons follows; with direct

Change is an integral part of any organization that needs to keep abreast of its competitors in the
business. It is important since it is the process through which an organization embraces new ideas or
technology for running a business and quits using old–fashioned ways that have proved not to be
working. The process of change management is a very crucial one since it determines the success or
failure of the change. People fear change, and it is very important that steps are taken towards
making them embrace this change and be part and parcel of the change process. This essay delves
into the recent structural change that General Electric Company had in its subsidiary, in India.
Change in the management of an organization automatically...show more content...
It is a process that encountered many challenges, most notably, a huge resistance for it to take place.
There are a couple of reasons that drove Flannery to adopt this new organizational structure. Among
them was to decentralize power and make the G.E Indian subsidiary more autonomous. In the matrix
structure, power was centralized. The country head's involvement in running the business was
reduced since they even the business heads in their own countries would directly report at Fairfield.
This left their hands tied as to the influence they could exert on the business heads for better
performance of the organization. The aspect of also constrained autonomy comes to play in the
matrix structure when business heads who are in very far countries report at the headquarters,
meaning that the headquarters are responsible even for the decisions on the ground (Ganguly, 2012).
Flannery saw the need to change this so that the G.E Indian subsidiary would be autonomous, so as
to reduce bureaucracy and quicken decision making processes. This change was also necessary to
improve the relations of the departmental heads and the Country head through constant
communication, consequently creating the team work spirit necessary for successful business
operations.
The process of bringing in the change was a difficult one, John Flannery admitted. The three change
management processes dubbed Lewin's Change Management Model

Essay about Change Management
How employees within an organization can attempt to resist and block change without displaying
overt opposition?
Introduction
We live in a turbulent world were every day the rising sun brings in new inventions and
discoveries. The world has gone global and no place is big or small today. Technology is growing
at an alarming pace and things are changing at the blink of the eye. Your new mobile model turns
old the another day. That's the speed of change. That's the story of competition, Survival of the
fittest. Everyday we see newer and newer models of cars, mobiles, laptops, other electronics gadgets,
in the market.
What is all this? This is change. Today in the 21st century the speed of change is in the top gear.
Nowadays we see...show more content...
Organisation have to be adaptable to chance rather than being rigid and stiff. Nothing is constant in
today's enviroment, the gainers can become the losers and losers can become the gainers. It's matter
of how adaptable are the companies to the changing phenomena.
Although change management has become a common style of management nowadays the success
of Change management is not that enormous. Many cases are seen of the failure of well organized
change management. What is the reason behind the failure of change management? Companies are
overlooking the human element in change. People are the biggest asset of any organization
overlooking them can result in repenting latter. Managers when queried about the reason of
failure the common words that were heard were , " I must have explained the goal properly to the
employees", " I must have involved more people", " I should have spend time with more people", "
I should have paid attention to the signals of employees"..... More and more companies have
realized the importance of human side of change and are constantly working on it.
Analyzing human beings
Soul and ego Human beings are rational beings, the most complex of organisms, and analyzing
humans is a tough job. To study the human Dynamics it becomes crucial to understand the two
important factors in human's being the "ego" and the

Change Management Essay example
Change Management
Change management according to many becomes essential for the following reason: external
pressure; which can encompass competition, new technology, cost, and regulation changes.
Furthermore, economic and social conditions can escalate long–term change necessary. This paper
will discuss several aspects of change management models, theories, and application thereof. In
addition, it will provide overviews of the drivers of change, factors necessary for to implement
change successfully, strategies and expectations of management, and leadership styles needed for
influence and effectiveness. Kurt Lewin's three–phase model of change is described as unfreeze,
move or change, and refreeze. In simplified terms of most...show more content...
The Tichy Strategic Alignment Process focuses onstrategic management areas and tools set up in a
grid of three blocks across and three blocks down each in representation of a particular area which
are as follows, managerial tools are horizontal, mission and strategy, organizational structure, and
human resource management. The managerial areas are vertical being the technical system, political
system and cultural system (Organizational Development Network ODN.com, 2004.) Several
internal and external drivers have pushed Synergetic Solutions Inc., (SSI) in a direction to implement
organizational change. To begin with there has been a stagnation of the systems integration market,
industry standards for system building, selling and reselling and system networking solutions have
made significant process improvements, and finally productivity and absenteeism are declining
(Organizational Structure Simulation, 2004.) In application of the Lewin's three–phase model
because of these drivers of change, it is now time to unfreeze the current processes (McShane, S.
2002.) In the Burke–Litwin Model of Organizational Performance and Change theory, the application
process has begun with the strategic initiatives by Harold Redd (CFO), implementation of growth
targets, employee involvement in productivity and absenteeism and forays to networking solutions
(George, H. 1992.) In application of Tichy Strategic Alignment Process model

Change Management Theory Essay
This presentation's theme is a simulation involving a fictional organization in an industry of interest,
which is engaging a consulting company with expertise in the analysis of corporate management.
The analysis includes evaluating the client's management practices and providing recommendations
on potential change management techniques, which may improve the processes the company
employs when transitioning to a new technology. Goal of change management process is the
improvement of an implementation tempered by bottom–line realities. The agenda for the
presentation includes the problem statement, the engagement scope, company's change management
history, discussion of change management techniques, the proposed solution recommendation, and
...show more content...
Engagement scope
JPC is engaging Smith Consulting to perform: a root–cause analysis of the issues, provide a report
of the findings, determine potential solutions to the findings, a solution implementation approach,
monitor the organization's performance, recommend incremental changes to achieve the corporate
goals. This scope includes exploring the design and integration process, use of the project and change
management, and recommendations for additional organizational changes. The range of areas to
investigate includes human resources, engineering, operations, and organizational leadership.
Company's change management history
The company over the last 10 years has implemented various projects to provide the unique systems
required for a specific client. The lead–time between a client awarding a project and the time the
project commences is typically less than ten days. With the lead–time to purchase and install the
equipment and software, the operators typically only have a couple of days to learn the product,
and unless the product is an update to a product currently in use, developing expertise does not
occur. The reasoning for this reactive process is the goal for management and sales is to capture the
clients.
Considering the problem and the company's history, a need to change the organization's approach of
acquiring and delivering equipment, systems, and operations for clients may be necessary. The
results of the engagement indicate the bidding on

Essay On Change Management
Within our department the line employees report to their supervisors. The supervisors and mangers
work together and report to the director. The supervisors work directly with the line staff where they
identified needs, ideas, and areas of concerns from both sides, line employees and management. The
mangers take care of the day–to–day operations of the locations, working with the supervisors to
address anything that may come up from their meeting with the employees. The supervisors and
managers meet with the director as a group to ensure that all everyone from the department knows
the needed information. At times, depending on the type of problem that is brought to the attention
of the supervisors, mangers or director the management meets...show more content...
She wants to be aware of what is going on around her to be a part of the growth.
From the top of Company ABC, the CEO has put a lot of emphasis put on work and family.
Family life is important to all staff and the CEO realizes that the staff work hard and should get to
enjoy their time outside of work as well. There are a lot of people that have worked at the company
for a very long time. Having a good work and family balance creates and atmosphere that each of the
employees are important to the organization, which in turn is meaningful to the staff. Director A
works to have a relationship with each of the employees in our department. During times when staff
have needed to be out, she has worked with staff, supervisors and managers to get the time off when
needed. Our department has times when it shuts down so that the staff can meet together for
bonding time. There are times when events outside of Company ABC have been organized so that
the staff and their families could get together with other staff. People create friendships within the
workplace, Director A encourages the friendships, having someone to rely on and talk to at different
times is important to creating employee satisfaction.
SWOT Analysis
Company ABC conducts a SWOT analysis on a yearly basis as part of the planning processes for
the upcoming year. As part of the SWOT analysis the entire organization is invited to take part and
give their feedback.

Management Of Change Essay
Introducing a new concept of work practice to an organization means changes have to occur in order
to accommodate it. This would lead to organizational changes and may disrupt work patterns. Often,
a change is necessary if an organization means to be competitive, and unless new ways and methods
are developed and introduced, an organization may find itself lagging and not competitive.
Benchmarking is one of those concepts that aim to improve work practices and achieve optimum
results. Because change can bring negative connotations, it is important to take careful steps to effect
change without major disruption to employees who would, more likely, be resistant to a new
concept that may threaten their work comfort zone. So, effective...show more content...
There are many factors that have to be considered prior to implementation of change in an
organization, in this case a hospital. Employees in an organization, such as a hospital, are likely to
resist changes. So it is inevitable that some obstacles will appear when benchmarking is introduced.
The resistance to change is often generated by the lack of understanding of the proposed change, so,
providing training to people affected by the change would help reduce their resistance and make the
change more acceptable. (Massey & Williams, 2006) argues that when management provides
employees with guidance and training then they are more likely to be accepting of change and
taking responsibility, ownership and commitment to the new working environment. When the
benefits of benchmarking to employees are outlined, whereby their work will be easier and their
product would be more optimal, then they are likely to recognize the need for the introduction of the
proposed system. (Massey & Williams, 2006) states that the aforementioned argument would lead
employees to agree that their workplace needs the change and what follows will be a discussion on
how to make the process and the job easier to perform. Ensuring that employees are well informed
about the nature of the proposed changes and the expectations of their organization management of
them in implementing the change is

What Is Change Management Essay
HUMAN RESOURCE MANAGEMENT
REPORT ON TERM PAPER
TOPIC
CHANGE MANAGEMENT
PREPARED BY:
ROHAN JAIN Executive Summary
Change management is not a stand–alone process for designing a business solution.
Change management is the processes, tools and techniques for managing the people–side of change.
Change management is not a process improvement method. Change management is a method for
reducing and managing resistance to change when implementing process, technology or
organizational change. Change management is not a stand–alone technique for improving
organizational performance. It is important to note what change management is and what change
management is not, as defined by the majority of research participants.
Change...show more content...
To thrive, companies not only must identify the right new strategy, but also must push it out quickly
so it reaches all levels of the organization. Often, however, a strategy that seems perfectly logical at
the top falls victim to emotional and cultural booby traps below.
Knowledge alone does not motivate action. Employees' emotions can always provoke resistance.
Consider these examples we've encountered:
В•A major multi line insurance company needed to change its culture from one in which people
avoided confrontation to one in which employees engaged in debate and resolved conflicts before
they escalated out of control. But employees were afraid to put themselves on the line in these ways.
В•Most workers at an international bank defined job success through the selling and processing of
loans. A strategic shift to selling non–credit products touched off fear, confusion, and insecurity,
about both the definition of success and the nature of customer relationships.
В•A telecom company had a long–standing, albeit undocumented, social contract with its employees
that guaranteed their jobs. As a result, employees did not believe there would be repercussions if
they did not change their behaviours to meet new competitive conditions.
В•At a major publisher, employees saw that the editorial department, the firm's cultural centre (i.e.,
the unit that was

The Change Of Change Management
Change management is tedious and excruciating task, essentially affecting an association 's drive
towards their goal achievement. What 's more shaking is that majority of the change management
initiatives drastically fail. We all know that nothing is constant but change and change is inevitable,
so in light of this associations need to determine how to effectively adjust and manage change.
Change administration is vital ability that every organization should possess and that is in alignment
with the services being provided by the organization (Doyle, M 2000). Communication has to be
proper for disseminating the information regarding the change process and it is the quality of
efficient organizations that they implement change effectively. It is clear that every project is
different and by this dynamic nature they call for change. In order to rightly deploy plan of actions
for change any firm needs leaders that has the qualities to understand change and implement them
making it sure that all the change activities are in the interest of organization. This calls for
preparing the organization for the change process, guaranteeing the acceptance from the parties
involved in change and drawing in official supporters to champion and support the change
throughout the process and even after the change has been implemented to evaluate and monitor it
whether it has achieved the desired goal or not (Denhardt, R 2008)
These standard processes will win those individuals who must act in

Change Management
"Change is the only constant, we are told" in the twenty–first century marketplace(Ojala, 1997, p.1).
In order for many companies, organizations, or institutions to stay competitive in their fields, they
must be prepared for change and the effects of that change. According to a 1994 American
Management Association and Deliotte & Touche LLP study "approximately 84% of American
companies" are experiencing some type of change (Carson, 1998, p.1). Change management helps
companies predict, institute, guide, facilitate, and evaluate change. Change management is "the
focus of the change project (or initiative), whether it be to bring about alterations at the individual,
group...or organizational level"(Henderson and...show more content...
"New and innovative technologies, along with process improvements, add value to
organizations...[and] introduce change"(Puccinelli, 1998, p.1). Economic factors such as "interest
rates and inflation" can wreak havoc on organizations despite their own internal "economic systems"
(Carson, 1998, p.1). Organizations must also be aware of "legal–political element[s] that develop
under the "legal and governmental systems within which an organization must function"(Carson,
1998, p.1). For instance, many companies must shift their attitudes or change their products as
society pressures political systems to change with their new attitudes. The lawsuits against tobacco
companies are a perfect example of organizational change forced by litigation and politics.
Furthermore, organizations must be prepared to face "socio–cultural element[s]"(Carson, 1998, p.1)
that will influence who works for them and who buys their products as America becomes more
culturally diverse and the members of the job market shift. All of these factors bring shifts in
"norms, values, beliefs and behaviors" with which every organization must cope (Carson, 1998, p.2).
And lastly, organizations must cope with

Essay on Change Management
What a manager does and how it is done can be categorised by Henri Fayol's four functions of
management: Planning, Organising, Leading and Controlling. Through these functions managers
can be catalysts for change or by definition change agents В– "People who act as catalysts and
manage the change process." (Robbins, Bergman, Stagg and Coulter, 2000, p.438) Wether
performing the role of the change agent or not, change is an integral part of a manager's job. Change
is "An alteration in people, structure or technology." (Robbins et al., 2000, p.437) Change occurs
within and around organisations today at an unprecedented speed and complexity. Change poses
threats and creates opportunities. The fact that change creates opportunities is...show more content...
The lifting of import tariffs or market deregulation are other factors. The technical environment is
created by developments of new products or processes that affect an organisations opportunities and
operations. These advancements in technology purvey benefits and impel organisations to change.
The first factor to consider for motivating change deals with whether the organisation is facing some
obvious need for change, such as increasing competition; pressure on prices; changing customer
needs / expectations; advances in technology; reductions in external funding; or regulatory changes.
The actual change does not occur until the force for change exceeds that of the force resisting the
change. People who may not necessarily lose from the change still contribute to the force resisting
change. People inherently resist change because change causes uncertainty and ambiguity. Through
good management these uncertainties and ambiguities will be removed and the resistance to
change will not be as great. Planning is "A process that involves defining the organisation's
objectives or goals, establishing an overall strategy for achieving those goals, and developing a
comprehensive hierarchy of plans to integrate and coordinate activities." (Robbins et al., 2000,
p.247) One of the reasons for planning is to reduce the impact of change. It does this by creating an
environment that is accepting of change and by

What a manager does and how it is done can be categorised by Henri Fayol's four functions of
management: Planning, Organising, Leading and Controlling. Through these functions managers
can be catalysts for change or by definition change agents – "People who act as catalysts and manage
the change process." (Robbins, Bergman, Stagg and Coulter, 2000, p.438) Wether performing the
role of the change agent or not, change is an integral part of a manager's job. Change is "An alteration
in people, structure or technology." (Robbins et al., 2000, p.437) Change occurs within and around
organisations today at an unprecedented speed and complexity. Change poses threats and creates
opportunities. The fact that change creates opportunities is reason...show more content...
The staff will need to learn how to use the new equipment and it may affect the duties required of
them. Their jobs may have to be redesigned. New company strategies, which may involve the
change in management practices, enterprise agreements and industrial relations, will create a vast
variety of needs for change. So will the attitudes of the workers. In fact employee attitudes can create
the need for new company strategies in the case of job dissatisfaction, poor team spirit, lack of
commitment and job insecurity.
External forces affecting an organisation demand change by creating threats and opportunities. The
organisation it compelled to respond to these threats and opportunities. These external forces are
apparent in many of the segments of the organisations external environment. These include
political–legal, technological, economic, marketplace and sociocultural dimensions.
The political–legal environment is that which consists of government bodies, pressure groups and
laws. It is pertinent for companies to keep abreast of and change in political environment because
these changes can have dramatic effect. Change in political environment can see legislation
introduced that will not make selling or providing a product feasible or somewhat difficult. There are
many political factors and laws that can affect business. Pricing, competition, fair trade packaging,
labelling, advertising, product safety and minimum wages can all affect business. The

Critical Review On Change Management Essay
MGMT.7931 Change Management Assignment One, Journal Article Analysis Semester Two,
2016 Critical Review Engage the heart: Appealing to the emotions facilitates change Student ID:
27001608E. Roberts Date Due: 2nd September, 2016 1. Introduction: A) For successful
commitment from those involved towards organisational change, information won 't convert these
individuals to believers of change. As the authors of this article want to point out, individuals
also need to be encouraged by leaders who recognise a mixture of heart and mind are key to
successful change. B) Company executives and managers who specifically plan change initiatives
and strategies for initiating successful change. Also research academics who publish articles on
organisational change and development. 2. Main Body: A) There is both secondary material and
personal observation, as evident by Seijts and O'Farrell research into existing academic articles
/reports on organisational change used to show reasons for a bad record of major organisational
change efforts. An example of personal observations is how the authors believe that errors made in
change processes are often linked back to organisational behaviour. Also change leaders have not
realised the importance of engaging heart and emotion in change and that change efforts most often
succeed when based on cognition (a focus on facts) and human emotion. B) Why do most change
efforts fail? In "Why Do So

Essay on Organizational Change Management
Organizational Change Management
Significant organizational change occurs when an organization changes its overall strategy for
success, adds or removes a major section or practice, and/or wants to change the very nature by
which it operates. It also occurs when an organization evolves through various life cycles, just like
people must successfully evolve through life cycles. For organizations to develop, they often must
undergo significant change at various points in their development; hence the topic of organizational
change and development has become widespread in communications about business, organizations,
leadership and management.
Find and idea that fits the business needs.
Every process should increase organizational value...show more content...
In support of principle one, the practice that must accompany it is to align the goals of a change
effort with organizational strategy. An organization's strategic plan identifies the products and
services it delivers and the core business and key supporting processes that help deliver these
products and services. It also identifies the organization's special competencies and how they
enhance the core and key supporting organizational processes. If the goals of the change effort do
not support the organizational strategy then the change effort will not yield significant value to the
organization.
The Epic EHR supports the business goals of Legacy by promoting preventative medicine through
integrative communication and access, better record keeping, and improved coordination of health
care services, as well as by reducing waste, inefficiency, and miscommunication. These efforts will
reduce the national cost of health care and lower out–of–pocket expenses, which are two big aims of
Legacy Health.
Therefore, by aligning the goals of a change effort with the business strategy of an organization, the
change effort will have a greater chance of succeeding because the change effort will receive greater
executive commitment than if the goals were not aligned. In sum, the commitment of executive
level management

Change Management Plan
No matter which type of industry is discussed В– change management is an essential component in
today's ever–changing business environment. To better understand this concept it should be
recognized that change management is not just a task to be checked off and considered finished В–
instead, it is a constant process that should be undertaken with a sense of urgency, implemented
swiftly, and monitored continuously to ensure a successful transformation. To illustrate the
knowledge of the change management process throughout the simulation, the learner is assigned the
task of providing the information necessary to build a culture in which to sustain change. Using the
key concepts identified throughout the course is...show more content...
The change at CrysTel will not come without a price. Developing, implementing, operating, and
marketing new technologies will require substantial capitol investment and a degree of risk–taking.
It seems that after all the above conditions have been put into place that it falls on the shoulders of
the Sales and Delivery department to ensure that the investments pay off in the form of financial
returns В– unfortunately this department is identified as one of the weakest based on the behavioral
parameters of: leading by example; risk–taking; and resolving conflicts. Ironically, it was the
suggestion of T.J. Smith, Vice President of Sales and Delivery, to commission an Employee
Satisfaction Survey in which the above weaknesses were identified. These weaknesses of the
department will need to be addressed and the employees associated with it require additional training.
Select an appropriate change model for CrysTel. Develop a plan that addresses human variables and
potential resistance to change. Be sure to include contingency strategies for managing any resistance.
Resistance to change will derail even the best laid plans if not identified and dealt with in a positive,
re–enforcing manner. In Organizational Behavior 6th Edition, resistance to change is defined as, "an
emotional/behavioral response to real or imagined threats to an

Change Management The purpose of this paper is to discuss organizational change and the
management of that change. I will talk about the different drivers of change, the factors a leader
needs to weigh to implement change effectively, the various resistances a leader may encounter
while trying to implement change, and how various leadership styles will effect the realization of
change. I will also discuss the knowledge I have gained through the completion of this assignment
and how I think it might affect the way I manage change in my workplace.
Drivers for change come in two categories, internal and external. In the simulation, "Organization
Structure", the pretence was that the stagnating system integration market, lead the CEO to...show
more content...
This employee was not an outsider that was helping out, but rather someone in the company who
was trained to fill a specific duty. His leaving pressed the manager or leader into making adjustments
to the way operations would be carried out without the use of his talents. These adjustments included
rotating personnel through various positions to upgrade their training and skill level.
Before effective change can be made in any organization, there are certain factors that need to be
weighed. First, a clear–cut objective needs to be in place. As with any change, without a goal one
flounders, and will surely have difficulty making any rewarding progress. A leader must also
consider how the change will affect the personnel who are needed to bring about the change. A
long time officer of the organization will not be amiable to phasing out her duties in the name of
progress no matter how dedicated to the company she may be. Without first considering this issue, a
leader is sure to run into resistance and perhaps sabotage while trying to advance a project.
Other factors to be watchful for are the time line and costs of the change, and how employee
development will be carried out. Will there be a need for on–the–job training, or are formal classes
going to have to be conducted?
Resistance is an obstacle that gets in the way whenever change is

Essay On Change Management

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