MANAGING CHANGE

Managing Change



Managing Change

To: Line Managers

From: Human Resource Head

Date:

Subject: Improving Management for Providing Enhanced Quality Service

Addressing the issues regarding changes on the management level, we have realized that there is an urgent need of training the line managers with process and procedures that need to be followed in order to get the business operations in a flow. We will provide an overview for the line managers with a clear outline of the activities and approaches they must adopt to keep in line the operations in overall departments of the organization. Organizations have faced significant changes in the environment of the business with the changes in information technology, highly competitive firms in the industry and more focus on quality and customer services. It has been observed that change will remain a dilemma in how to cope with challenges that are often mutually exclusive: a challenge to assure high organizational change performance and a challenge to sustain organizational social integrity. However, in order to minimize the consequences, some approaches should be adopted to survive in the world of business.

Identifying the key issues we have observed there is the difficulty of working in a team, need to review the whole scheme of interactions proposed for the change, the sense that real change cannot occur, and the perceived change agents who are bound hand and foot to face really necessary initiatives. There is another loop hole in the management as much of the cost of the organization is being incurred in training the employees to affiliate themselves with the changing environment of the company and resistance is highly seen among old employees rather than newly hired ones.

We have used the model of Lewin in order to solve the issue of change and resistance of staff to the change. Lewin has propose three stages for effective change and its management that are unfreeze, change, and refreeze the environment to manage the change effectively. The theory is too simple to understand and the organization can take advantage of this theory while saving cost and time over training. The first stage helps the management to decide whether the pros of the change are outnumbering the cons before implementing the change. In the second stage, support is considered to be the most essential factor as it is not an easy step for people. Support can be in many forms such as training, coaching and looks forward to errors in the process. Role models and to allow people to develop their own solutions also make it easier to change. It is also very useful to continue to communicate a clear picture of the desired change and benefits to humans, so they will not forget where they are going. We will prepare the management to feel that change is important and motivate them to be a part of this overall change in the management. Feedbacks, suggestions and recommendations from each and every employee will matter in order to effectively implement this ...