Introduction
One of the harsh realities in organizational management is the need for changes from time to time that are intended to improve performance but which invariably involve requiring employees to modify their day-to-day activities in ways that may be highly disruptive to routine. Given the inevitability of organizational change, it is therefore vitally important for human resource managers to facilitate the process to minimize disruptions and enhance the buy-in rate from stakeholders. Fortunately, there are some proven methods that human resource managers can use to help ease the adverse impacts that are caused by organizational changes, and these issues form the focus of the research that follows below. In this regard, this paper provides a review of the relevant literature concerning the implementation of change initiatives in change management, followed by a summary of the research and important findings concerning these issues in the paper’s conclusion.
Review and Discussion
Although it is widely recognized that periodic organizational change is inevitable, many companies continue to fail to achieve optimal outcomes due to poor change management methods (Morrison, 2014). In fact, almost three-quarters of all organizational change initiatives result in suboptimal outcomes (Morrison, 2014). In addition, it is also widely acknowledged that organizations that can successfully and efficiently manage their change initiatives can develop and sustain a competitive advantage (Morrison, 2014). Therefore, by focusing resources on developing improved change management processes, organizations can realize the full benefits of their change initiatives.
The relevant literature, though, is replete with examples of the numerous problems that can arise when changes are implemented in any type of organization. Indeed, it is reasonable to suggest that most people hate changes in their day-to-day routine and will aggressively resist such changes unless the rationale in support of their need is made clear and the “what’s in it for them” aspects are effectively communicated. These constraints to change are even more pronounced in larger organizations and it is little wonder that so many change initiatives fail to achieve their intended outcomes. Indeed, even when efforts are made to ensure that these steps are taken, change can be a...
References
Baer, LL and Hill, DA (2015, April-June). ‘Change Agent Leadership.’ Planning for Higher Education, Vol. 43, No. 3, pp. 1-4.
‘Key concept overview week 7’ (2016). University of Liverpool Management School.
Lesaux, NK and Sky, MH (2014, October). ‘Learning to Be a Change Agent.’ The Learning Professional, Vol. 35, No. 5, pp. 40-45.
Liopis, G (2016, March 2). ‘Every Leader Must be a Change Agent or Face Extinction.’ Forbes. Online available: https://www.forbes.com/sites/glennllopis/2014/03/24/every-leader-must-be-a-change-agent-or-face-extinction/#5feca82c4e0f.
Long, CS, Khairuzzaman, W and Amin, SM (2013). ‘The role of change agent as mediator in the relationship between HR competencies and organizational performance.’ The International Journal of Human Resource Management, Vol. 24, No. 10, pp. 2019–2033.
Naude, M, Dickie, C and Butler, B (2012, Winter). ‘Global Economic Crisis: Employee Responses and Practical Implications for Organizations.’ Organization Development Journal, Vol. 30, No. 4, pp. 8-24.
Shin, S (2013, Winter). ‘Understanding Organizational Change into Entrepreneurship: A Theoretical Frameworks and Integration.’ Management Review: An International Journal. Vol. 8, No. 2, pp. 29-32.
Srimannarayana, M (2013, October). ‘Human Resource Competencies as Perceived by Executives.’ Indian Journal of Industrial Relations, Vol. 49, No. 2, pp. 298-301.
Change Management Organizational Change Organizational change aims at ensuring that the implementation of changes in an organization is smooth and successful. Moreover, it ensures that the benefits of these changes are achievable (Burke 2010). The introduction of social media and technology has recently had much effect on business in the recent past. Accessing information by the organization is easier nowadays thus; the need for introducing changes to business to cope with the
Change Management Theory Change management is a discipline studied and implemented in various organizations. The existence of this discipline spans for over half a century currently. Thus, it is a discipline of old time, with quite a number of years in existence. However, it is surprising to note that despite the huge investments that various organizations and companies employ to facilitate organizational change studies still indicate that between 60% - 70%
Managing Changing Managing Change reflect critically personal perspective philosophy managing change changed ( ) semester Drawing learning experiences semester (group case study, relevant change management theory, reflections relevant personal experiences organisational change), reflect critically personal perspective philosophy managing change changed ( ) semester. Managing change The world we are living in is always changing. The nature of the business world today is very different than the way it was decades ago. Change is inevitable.
(GAO, 2008) These criteria are stated to "inform many other elements of the positions, including roles and responsibilities, job qualifications, reporting relationships, and decision-making structure and processes." (Dejewski, 2007) Three types of COO/CMO positions were identified as follows: (1) the existing deputy position could carry out the integration and business transformation role. This type of COO/CMO might be appropriate in a relatively stable or small organization; (2) a senior-level executive who reports to
Above all else, senior management must show belief in and a strong commitment to the change as well for it to succeed (Aladwani, 2001). Best practices in this area are achieved when companies rely on transformational or Coach-based leadership relative to transactional or authoritarian-based means (Ash, Burn, 2003). The greater the belief those most affected by the ERP implementation see the new system as a compliment to what they are
Change Management An organizational change in a company involves a major change in processes or systems such as organizational structure, business model, leadership direction, strategy, objectives and technology. In the retail business the focus is on customer service and growth often brings about changes. This paper will explore the organizational change happening in a regional retail store selling home furnishings and art. The store desires to expand its product offerings by opening
Our semester plans gives you unlimited, unrestricted access to our entire library of resources —writing tools, guides, example essays, tutorials, class notes, and more.
Get Started Now