Managing Change

Managing Change

Introduction

Change Management may be defined as the process a planned effort includes the entire organization and is managed from the top in order to increase the effectiveness of the organization and reinforced by the deliberate interference in the regulatory process, using behavioural science theory. There is no rocket science as far as the ingredients of successful change are concerned(Kurt ,1947 ).

But before exploring the critical success factors, let's see some of the strategies of change management. We will turn from this topic except to highlight the most important modern strategies used in the process of organizational change, and we will focus on two main two approaches: Total Quality Management ((Total quality management, organizational structure and re-(Re-engineering).

Total Quality Management ((TQM)

We have developed the concepts and philosophy of quality over the ages, after that it means the quality of the final product in the beginning, today we are talking about an integrated management system to affect all aspects of the institution's activities, namely the entrance of Total Quality Management. The concept of Total Quality Management: considered the global standard is 9000/8402 for the year 1994 as "a form of management of the organization based on quality, depends on the participation of each individual, and pour to excel in the long run (run) to enable us to meet the specific needs and requirements or known implicitly(John ,Schlesinger,1979).

Critical Success factor for Change

The most basic aspect of change is the efficient implementation of your change plan. Implementation was evaluated during the leader interviews and using the survey by focusing on current implementation practices, common barriers to change initiatives, and levels of success the industry is experiencing with change. Comments and responses were evaluated against several key principles known to enhance implementation effectiveness. These key principles are defined as follows(Kenna et.al,1994).

Cumulative change load and adaptation capacity-assessing the cumulative amount of change facing an organization and the degree to which the aggregate change demand exceeds capacity for adapting to change.

Structured implementation approaches the use of structured, disciplined approaches for implementation to ensure consistent, replicable results. Monitor and evaluate results-measuring and tracking implementation performance criteria to determine levels of success, and identifying barriers to successful implementation to document "lessons learned" that can help strengthen future change initiatives(Hofstede,Geert,1991).

One of the key principles in change implementation is that humans have a finite capacity for absorbing change. This is referred to as "adaptation capacity." This capacity may expand or contract over time and in response to several variables, but at any one point in time a person's capacity is relatively limited. When adaptation capacity is exceeded by the demands that are placed on people, two things happen. First, people display dysfunctional behaviour, which detracts from their ability to meet productivity and quality standards. Second, changes may appear to be completed, but typically achieve only short-term, superficial application and results. In order to maximize implementation effectiveness, the total change load placed on an organization must not exceed the available capacity. We asked leaders whether they had ever stopped or ...