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 changing world.

Organizational change can take many forms. Introduction of changes is according to the goals of the organization. For instance, changes might occur in the organization's mission, strategy, operations, technology, and attitudes and behaviors of the employees (Burke 2010). Introduction of change only takes place with a systematic diagnosis of the current state to determine the need for change and the possibility to change.

There are various steps that organizations take for management of change to be successful. The organization should…...

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References

Almasi, J.F., & Fullerton, S.K. (2012). Teaching strategic processes in reading. New York, The Guilford Press.

Burke, W.W. (2010). Organization change: theory and practice. Thousand Oaks, SAGE Publications.

Fatout, M. (1992). Models for change in social group work. New York, Aldine de Gruyter.

Fellowship of Christian Athletes. (2009). Teamwork. Ventura, Calif, Regal.

Change Management in Public Organizations
Change management involves an organization moving through adjustments to bring it into a different point in its development (Anderson & Anderson, 2001). Companies are almost always changing and growing, but when change management is involved these changes are calculated and they take place in a planned way. The goal is to move the company forward so that it can continue to grow and develop with the times. Sometimes change comes very rapidly, and other times it can take much longer.

What kinds of changes take place are also important to consider, because changes have to be managed carefully or they can get out of control and not produce the intended results (Kotter, 2011; Marshak, 2005). That can send a company down the wrong path very quickly, which is something an organization would want to avoid. Change can happen to one department at a time, or to an…...

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References

Anderson, D. & Anderson, L.A. (2001). Beyond Change Management: Advanced Strategies for Today's Transformational Leaders. San Francisco: Jossey-Bass/Pfeiffer.

Burns, M. (n.d.). How to Select and Implement an ERP. 180 Systems.

Conner, D. (2012). The Real Story of the Burning Platform. ConnerPartners.

Dean, C. (2009). RIMER Managing Successful Change. Australia: Uniforte Pty Ltd.

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% fail (Anderson & Ackerman, 2010 p. 37). This is a remarkably high rate of failure for organizational management change projects. The statistics holds from years of 1970's to the moment. There are numerous tools, trainings and thousands of books that organizations turn to employ to implement the change they perceive fits their organization. When the failure occurs, the question is always, should the company go back to the drawing board. Most of these organizations employ various success factors developed by…...

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References

Anderson, D., & Ackerman-Anderson, L.S. 2010. Beyond change management how to achieve breakthrough results through conscious change leadership. San Francisso, Pfeiffer.

Burke, W.W. 2010. Organization change: theory and practice. Thousand Oaks, SAGE Publications.

Hughes, M. 2006. Change management: a critical perspective. London, Chartered Institute of Personnel and Development.

Saunders, M. 2010. Organizational trust: a cultural perspective. New York, Cambridge University Press.

Change Management
Fabrication International

CHANGE Management AT FI

(i) Critical Assessment of Investment-Appraisal Process

The investment appraisal process at Fabrication International (FI) is divided into four distinct steps. This appraisal process reflects the values and concerns of top management that it seeks to realize during the decision making process. FI is marked by traditional expectations of doing business. It expects its long time customers to continue doing business with it irrespective of economic realities. This mindset has prevented the company from modernizing itself. ecently, the company decided to introduce a computerized welding system to bring in latest technology to its manufacturing processes. The investment decision also went through the same appraisal process that was used for the smaller scale projects the company had been dealing in up until the present.

In the first step of the investment appraisal process, the departmental heads are asked to draw up a wish list of all the investments they…...

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References

Andersen, E.S., Grude, K.V., & Haug, T. 2009. Goal Directed Project Management. 4th ed. Kogan Page Limited.

Buelens, M., & Devos, G. 2008. Art and Wisdom in Choosing change Strategies: A Critical Reflection. In Boonstra, J. Dynamics of Organizational Change and Learning. 1st ed. Chichester: John Wiley & Sons.

Burnes, B. (2004) Kurt Lewin and Complexity Theories: Back to the Future? Journal of Change Management, 4 (4) p.309-325.

Burnes, B. (2004) Kurt Lewin and the Planned Approach to Change: A Re-Appraisal. Journal of Management Studies, 41 (6) p.977-1002.

Change Management and esistance
My company changed the client management system. There is no formal system for managing client information. Employees will now be required to use one client management system. We need to implement the plan and will create a change management plan. Identify the potential sources of resistance to change and develop strategies to manage resistance to change. We need to choose the appropriate channels to communicate the change to employees and why we are justified in using these channels. We should list and address all obstacles to effective communication and strategies for overcoming the barriers.

ecent years have brought about tremendous growth in our business. We recently upgraded our processes that improve the quality of service to customers. This has included a new client management system designed to automate communications, improve response times, and eliminate complex forms, red tape, and uncoordinated return/complaint processes that have led to customer inconveniences…...

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References

Beutler, L.E., Harwood, T., Michelson, A., Xiaoxia, S., & Holman, J. (2011). Resistance/Reactance Level. Journal Of Clinical Psychology, 67(2), 133-142. doi:10.1002/jclp.20753.

Ferreira, M.M., & Andrade, M. (2011). Management Optimization Problems. International Journal Of Academic Research, 3(2), 647-654.

Menconi, P., & Desmond, J.P. (2000). It's the Customer, Stupid. Software Magazine, 20(2), 50.

Reinertsen. (1999). When do you change team leaders?. Electronic Design, 47(22), 42.

Change Management Websites
Website 1: http://www.change-management.com / - A website sponsored by learning organization ProSci, this site is dedicated to best practices in change management including seminar series offered globally. The site also offers the Change Management Portfolio Toolkit. Also included on this site are links to the company's Global Conference held May 1 -- 4, 2011 in Orlando. Florida.

Website 2: http://changingminds.org/disciplines/change_management/change_management.htm - This website concentrates on the more academic aspects of change management, including several links to theories and concepts. There are major categories for understanding change and for managing the change project. The person who authored the site also has a link to buy their book as well. It is an interesting site that provides both academic theories and practical guidance on change management.

Website 3: http://www.1000ventures.com/business_guide/crosscuttings/change_management.html The intent of this website is to start with the basics of change management and quickly progress through the more advanced areas of…...

Change Management and the IT World
In today's world of competition, the fact is that a good IT organization cannot guarantee success, but an organization that is not managed well can surely lead to failure. This paper based on extensive research focuses on explaining how to organize the Information Technology staff to enhance the probability for successful completion of assigned projects and tasks.

The challenge that haunts many organizations regarding their IT management is how can IT be aligned with the business. The task at hand for many top-level executives is how can the IT infrastructure be managed from a business perspective so as to enhance the business value of the organization through proper implementation of Information Technology.

The project-based organization focuses on how to design an enterprise project office, by thoroughly understanding the importance and value of an IT enabled organization that is strong enough to transcend all geographical borders, consequently resulting…...

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Reference

Change Management 101: A Primer, available at accessed on: September 11, 2003http://home.att.net/~nickols/change.htm,

This is why the leader and his team must be selected before this step. Establishing the timeline of the process is in direct connection with the previous step.
4. Identifying the need or desire for change requires management skills like analyzing and organizing. Identifying and evaluating the effects of change require strong analysis skills, combined with the ability to forecast the development of business processes. Evaluating the climate for change requires observation abilities and control. The step consisting in developing strategies requires for the people involved in the process to be able to plan, to organize, to direct, and to control. Establishing the timeline of the process requires time management skills and the ability to organize.

The leader of change must possess a series of other management skills, like leadership, motivation, and self-management (Drucker, 1999). The most important skills that ensure the success of implementing a change management process are leadership,…...

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Reference list:

1. Riches, A. (2010). The Four Emotional Stages of Change. Anne Riches Leadership and Change. Retrieved February 3, 2010 from  http://www.anneriches.com.au/article-ct3.html .

2. Drucker, P.F. (1999). Change Leaders. Inc. Magazine. Retrieved February 3, 2010 from  http://www.inc.com/magazine/19990601/804.html .

(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 the deputy, such as a principle undersecretary for management could be designated to integrate key management functions and lead business transformation efforts in the agency. This type of COO/CMO might be appropriate for a larger organization;

(3) a second deputy position could be created to bring strong focus to the integration and business transformation of the agency, while the other deputy position would be responsible for leading the operational policy and mission-related functions of the agency. For a large and complex…...

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BIBLIOGRAPHY

Organizational Transformation: Implementing Chief Operating Officer/Chief Management Officer Positions in Federal Agencies (2007) Report to the Subcommittee on Oversight of Government Management, the Federal Workforce, and the District of Columbia, Committee on Homeland Security and Governmental Affairs, U.S. Senate. Government Accountability Office (GAO) Report # GAO-08-34 November 2007. Online available at:   Accessed 21 Sept 2009.http://www.gao.gov/new.items/d0834.pdf .

Statement of David M. Walker Comptroller General of the United States U.S. Government Accountability Office (2007) Testimony Before the Subcommittee on Oversight of Government Management, the Federal Workforce, and the District of Columbia, Senate Committee on Homeland Security and Governmental Affairs. Homeland Security: Management and Programmatic Challenges Facing the Department of Homeland Security

Statement of David M. Walker Comptroller General of the United States U.S. Government Accountability Office. 10 May 2007. Online available at:   Accessed 21 Sept 2009.http://www.globalsecurity.org/security/library/report/gao/d07833t.pdf .

Dejewski, David (2008) GAO Testimony: Implementing COO/CMO Positions in Federal Agencies; MHS Pre-Certification Authority Designation Defense Business Transformation Update. MHS DBT Team Weekly Meeting 18 Dec 2007. Online available at:   Accessed 21 Sept 2009.Organizational Transformation: Thehttp://www.health.mil/DBT/downloads/2007/December2007/MHS%20Weekly%20DBT%20Update%2018-December-07.pdf .

They will look to the leadership for answers. The articulation of a formal case for change and the creation of a written vision statement are invaluable opportunities to create or compel leadership team alignment" (Jones et. all, 2004).
Furthermore, there are three steps that must be followed in order to be successful with applying this principle:

Confronting reality and articulating the need for change, in order to convince each individual that change is necessary and that it will attract positive aspects for the organization and its employees

Demonstrating the belief that the company has a viable future and the leadership to get there, so that it accentuates the need for the specific changes in case, on the one hand, and to boost employees' morale through the change management process, on the other hand

Providing a map to guide behavior and decision making, because these changes must be kept under control at all times,…...

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Reference List

Nickols, Fred (2006). Change management 101: A Primer. Retrieved July 9, 2008 at http://home.att.net/~nickols/change.htm.

Change management (2008). Wikipedia, the free encyclopedia. Retrieved July 9, 2008 at  http://en.wikipedia.org/wiki/Change_management_%28people%29 .

Jones, J. et. all (2004). 10 Principles of Change Management. Strategy & Business Magazine online. Retrieved July 9, 2008 at  http://www.strategy-business.com/resilience/rr00006 .

Koch, Geoff (2007). ABC: An Introduction to Change Management. CIO Magazine online. Retrieved July 9, 2008 at  http://www.cio.com/article/102902/ABC_An_Introduction_to_Change_Management/1 .

Change Management
Change as a dynamic process

The adopted approaches in the development of change process

The elements of the change management models

The Measurement Constructs Tool

Components of the constructs tool

Guidelines for the Questions asked

This paper discusses the concept of change management using various parameters. It does this through a development of personal management theory. The change management model is used to provide change management agents with a model that is both structured and measurable for the process of managing as well as evaluating the process of change. The developed tools are to be used as measurement constructs to be used for evaluating the process of change. The main argument is that there are certain fundamental variables that contribute to a successful implementation of the process of change. The variables to be used do include important success factors of the process of change, issues of communication and change dynamics that do include acceptance and…...

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References

Broome A.K. (1990). Managing Change. Chapter 3. MacMillan Press Ltd., UK.

Carnell C. (1995). Managing Change in Organisations. Prentice Hall International Ltd., UK.

.Collins, J. (2001). Good to Great: Why some companies make the leap and others don't. New York: HarperCollins Publisher Inc. ISBN: 0066620996.

Cutcliffe J.R. (1997) Introducing change in nursing: the case of research. Journal of Nursing Management, 5, 241 -- 247.

Change management is both a necessary component to organizational success, and, at the same time, it is cause for confusion and tension among employees. This paper reviews the issues and problems presented in the Spice-Trail Oriental Condiments and Relishes paper -- from the perspective of change management theories and practices. Hired by Kim as a consultant to help smooth out the rough edges and provide strategies for success, this paper reflects the need for leadership changes, cultural adjustments, and other organizational transitions in order to become profitable as well as an enjoyable place to work.
Spice Trail Issues and Problems

When it comes to the difficulties inherent in launching a new company or enterprise, Machiavelli said it very well in 1513: "There is nothing more difficult to plan, more doubtful of success, nor more dangerous to manage than the creation of new systems." Machiavelli went on to explain that the "…initiator [of…...

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Bibliography

Babson College. 2007. Contingency Theory. Retrieved December 22, 2011, from  http://faculty.babson.edu/krollag/org_site/encyclop/contingency.html .

Canton, Erik J.F., de Groot, Henri L.F., and Nahuis, Richard. 2000. 'Vested Interests and Resistance to Technology Adoption. Netherlands Bureau for Economic Policy.

Guirdham, Maureen. 2002. Interactive Behavior at work, New York: Prentice Hall, pp. 539, 348-49.

Kouzes, J.M., and Posner, B.Z. 1992. 'The Credibility Factor: What People Expect of Leaders.' In R.L Taylor and W.E. Rosenbach (Eds.), Military Leadership: In Pursuit of Excellence (pp. 133-138). Westview Press: Boulder, CO.

and, as in each of the other stages, constantly paying attention and reacting to the problems people bring up. (the role of leadership during change)
Change Management Theories:

The process of change has been described to have three fundamental phases: unfreezing, changing, and re-freezing. This view is based mainly on Kurt Lewins' assumption of the systems theory of homeostasis or dynamic stability. (Change Management 101: A primer) Change management theories are widespread, and not astonishingly change is a steady and given power in our world, so change management has become an essential tool. Business Process eengineering - BP is one of the change management theories that focus on the procedures by which organizations get their work accomplished. The organizations would be more proficient if better processes were put into practice. but, BP normally does not take into account the people side of organizations - procedures are people done things. So, their…...

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References

Billings, Roger. "Managing Change" retrieved at   Accessed on 17 March 2005http://www.trainersdirect.com/resources/articles/ChangeManagement/ManagingChangeBillings.htm .

Change" retrieved at Accessed on 18 March 2005http://floti.bell.ac.uk/7620021/3main.htm.

Do Change Management Theories Really Work?" retrieved at   Accessed on 17 March 2005http://www.family-business-experts.com/change-management-theories.html .

Issues to Consider When Implementing the Approved Changes" retrieved at   Accessed on 17 March 2005http://www.faa.gov/ait/bpi/handbook/chap7.htm .

Change Management
Critique of Kotter's Eight Stage Model of Change

The development of change models to support the way that management undertakes change may be seen as a useful development; providing a framework from which change may be understood and therefore actively managed. One of the first models of change was proposed by Lewin (1951, p22), which presented a relatively simple format for managing change, made up of three stages; unfreezing, the change and then refreezing. It may be argued that this has formed the basis of many subsequent change models, which is built on this foundation and expanded and extended the concept. For example, the well-known eight stage change model by Kotter (1996, p33) may be seen as readily some inspiration from the simple predecessor from Lewin. Kotter's model, with eight stages, has been argued as being one of the most comprehensive change management models facilitates consideration for many different aspects…...

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References

Buchanan, D; Huczynski, A. (2010) Organisational Behaviour, Harlow, FT/Prentice Hall

By, RT, (2005), Organisational Change Management: a Critical Review, Journal of Change Management, 5(4), 369-380

Collins, J. (2001), Good to Great, New York, Harper Collins Publishers Inc.

Dervitsiotis Kostas N, (1998, Feb), The challenge of managing organizational change: Exploring the relationship of re-engineering, developing learning organizations and total quality management. Total Quality Management, v9 n1 p109(14)

Change Management Plan for Cincom Systems
Cincom Systems is one of the leading enterprise software companies in the U.S. serving aerospace and defense, industrial, and high tech electronics manufacturers. The company's founder and CEO continues to operate the five divisions of the company privately, with only a handful of insiders knowing the real financial condition of the company. During the recessions of the 1990s, the company management decided to forego annual raises and none have been offered employees since. It is common knowledge that the only way to get a raise is to get a job offer from outside the company and see if Cincom will match it (they often do) or leave and come back in later years for a higher salary (several employees have done this as well). Cincom is having trouble holding onto its highest-performing engineering, marketing and sales employees as a direct result of not having an…...

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References

Business Monitor International (2013) United States Information Technology Report - Q3 2013. (2013). (). London: Business Monitor International Publishing.

Hoadley, E., & Lamos, J. (2012). Change management: An information flow approach. International Journal of Management & Information Systems (Online), 16(1), 83.

Kotter, J.P. (1978). Power, success, and organizational effectiveness. Organizational Dynamics, 6(3), 26

Kotter, J., & Sathe, V. (1978). Problems of human resource management in rapidly growing companies. California Management Review, 21(2), 29.

1. The Power of Change: Exploring its Impacts and Significance

2. Embracing Change: Navigating Personal Transformations

3. Change as a Catalyst for Growth and Personal Development

4. The Evolution of Change: Historical Perspectives and Modern Applications

5. Resisting Change versus Embracing Change: Understanding the Dilemma

6. Change: A Double-Edged Sword? Analyzing the Pros and Cons

7. The Role of Change in Societal Progress and Innovation

8. Stepping out of the Comfort Zone: Embracing Change for Personal Success

9. Change Management: Strategies for Effective Organizational Transformation

10. The Psychology of Change: How Individuals Adapt and Thrive
11. Embracing the Unknown: A Guide to Personal Growth through Change
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1. "The Role of Public Administration in Promoting Social Welfare"
2. "Challenges and Opportunities in Public Sector Management"
3. "Ethical Considerations in Public Administration"
4. "The Impact of Technology on Public Service Delivery"
5. "Accountability and Transparency in Public Administration"
6. "Ensuring Efficiency and Effectiveness in Public Agencies"
7. "The Importance of Leadership in Public Administration"
8. "Addressing Inequality through Public Policy"
9. "Collaboration and Partnerships in Public Administration"
10. "Public Sector Innovation and Change Management"
11. "Fostering Citizen Engagement in Public Decision-Making"
12. "Sustainability and Environmental Policies in Public Administration"
13. "Crisis Management and Emergency Response in Public Services"
14. "Promoting Diversity and Inclusion in Public Organizations"
15. "The Role of Public Administration....

How Psychological Safety Influences Employee Response to Change in the Liberian Banking Sector
Introduction
Psychological safety, a crucial organizational climate factor, significantly impacts employee attitudes and behaviors, including their response to organizational change. In the Liberian banking sector, where rapid technological advancements and regulatory transformations continue to reshape the industry, understanding the role of psychological safety in employee adaptation to change becomes imperative.
Definition of Psychological Safety
Psychological safety refers to a shared belief among team members that they can express themselves freely and take risks without fear of negative repercussions. According to Amy Edmondson (2019), psychological safety consists of three elements:
Speaking up....

Introduction:

As the lead consultant for Workplace Solutions Consulting, it is my responsibility to deliver recommendations for organizational change to the management of Informational Systems. The proposed ideas encompass centralizing some duplicated administration functions in regional locations and de-centralizing product departments to break down silo walls across locations. In order to conduct the best analysis, significant data has been collected. The bottom line is that although these changes are beneficial for the organization, they will undoubtedly be quite disruptive to the personnel at IS.
To ease the transition and ensure the success of the organizational change in Information Systems, I would recommend....