CHANGE MANAGEMENT

Change Management

Change Management

Change Management: An Overview

Change Management can be defined as a structured methodology to transitioning organisations and individuals to a desired future state from a current state. Change management is an essential skill that most managers and leaders need to be proficient in. Other than very few environments, managing change is important everywhere. Managers need to be capable of controlling and directing change in a way that fulfils organisational goals. Although, it is shown by research that, at an ever-increasing pace, change is happening; however, evidence suggests the failure of most change initiatives. The Chartered Institute of Personnel and Development has recently carried out a survey in UK, which demonstrated that less than 60% of initiatives undertaken for change were not successful to fulfil their organisational goal, which was generally bottom-line betterment. Entirely 40% of initiatives were unsuccessful to display any actual progress in performance; whereas there were only 40% initiatives that completed timely. The effect of such failings can be eminent, comprising a loss of market position, competitive advantage, stakeholder confidence, and resignations of key employees and senior managers, to name a few. Therefore, in this context, a key role has been played by change management in assuring that organisational change is effectively accomplished, lessening risk while getting the most out of the organisational advantages of change.

According to Hughes (2010), individual level analysis is very significant contribution to critical understanding regarding change management within organisations. The analysis of change at the individual level is considered by Hughes as the least tangible and most challenging level of analysis. Individual change is acknowledged as an integral constituent of organisational change processes. The purpose of this paper is to produce a narrative of an organisational horror story in which I will explore the major issues that impact a person (John) who is facing change in his work life. This paper will further reflect on strategies how that person can manage organisational change.

Contextual Setting

Profile

 John has been working as a Manager Business Unit Services in a prestigious company- Innovative Solutions. The Innovative Solutions Company or INNS is a UK based multinational information Technology Corporation, headquartered in Manchester, United Kingdom. INNS provides technologies, products, solutions, software, and services to consumers, large enterprises, and small- and medium-sized businesses, encompassing customers in the education, health, and government sectors.

Scene Set-up

John was called for a meeting along with other managers and key personnel. CEO of company- Whitman wanted to discuss some issues with them. The CEO briefed them in the meeting that the company had financially suffered and needed to lay off employees. Whitman further stated that though, because of the loss of jobs, this change initiative is difficult, but it is essential to increase execution and to improve the health of the company in the long run.

John's Dilemma: Downsizing in the Company

The company has decided to downsize because of the strategic and financial reasons. The company is cutting spending because of declining revenue and profits that will lead to ...