CHANGE IN MANAGEMENT

Change in Management



Change in Management

Introduction

Change Management is a vital and a complex task. It requires dealing with the "system" as well as people in an organization to be competitive in a fast-changing technological world. To execute change an organization requires managers who can provide strong guidance with outstanding managerial skills.

You will be familiar with word "Change Management" if you are working within a large corporation or organization. Change management has been around for a while but this term has become very common among organizations and corporations that like to initiate changes to processes including both tasks and organizational culture. A change management is a set of processes that are employed to make sure that changes have been implemented in ordered, controlled and systematic way (Whittington, Pettigrew and Melin, pp. 48-96).

Discussion

Change management is only possible if some specific principles are being followed. Here is information about basic principles that must be in knowledge of all managers and leaders:

• Different people will react differently on proposed changes

• Everyone has fundamental needs that should be considered

• Change may result in loss therefore business leaders should be courageous to accept it

• Expectations need to be managed realistically

• Courage to deal with fears

You need to know how these principles will be applied in change management.

• You can deal with different behaviors of concerned people by proper communication beforehand. Be open and honest about providing facts. Avoid being overoptimistic. Meet their openness needs but in way that they may not set unrealistic expectations.

• Make a communication strategy for large groups of people that ensure necessary information is efficiently and comprehensively disseminated to all people. Tell the story of change to everyone at same time. You can also arrange individual meetings to make strategies to deal with it. This will help leaders in dealing with individual behaviors (Shrivastava, pp. 363-77).

• Give people a choice to make among proposed changes and be very honest about consequences.

• Give people time to express their reviews and support their decision making.

• Identify chances of losses. Define ways to replace the losses. This will help to overcome fears.

• Give individual opportunity to all involved people to express their concerns and satisfy them with potential facts.

Once the management identifies and plans to inculcate change, the following steps need to be followed for successful implementation:

Step 1

Communicate the change: Communication acts as a mortar to implement the desired change. Communicate issues such as these need to be addressed by organizations:

What changes need to be implemented?

Why is change necessary?

What are the consequences for the organization and employees by not adapting to change?

What training needs will the organization provide?

By addressing the above concerns, employees can reduce unknown fear by reassuring the training availability for the new skills that need to be upgraded. In turn, it also acts as a motivational factor to implement change (Hitt, Gimeno and Hoskisson, pp. 6-44).

Step 2

Collate management and employees: This involves making managers and employees to voluntarily involve themselves in the change ...