Strengths and Limitations Regarding Change Management (Essay Sample)

Strengths and Limitations Regarding Change Management
Student's name
Institution affiliation
STRENGTHS AND LIMITATIONS REGARDING CHANGE MANAGEMENT
Introduction
Change management is a process that involves a structured approach in ensuring organizational changes are smoothly and thoroughly implemented to ensure a long-term benefit for the organization (Creasey & Hiatt, 2003). According to Hashim (2013), the concepts of change management mainly focus on the human resources of the organization and how the change would affect the teams and individuals as they transition from one state to the other. The process of change often creates a state of fear among the employees. Thus, the employee tends to resist change even if it is for their benefit. In an organization change is inevitable; however, how change is implemented is what will influence the outcome of the change in the organization. The objective of the change management is to ensure successful implementation of the change process (Todnem, 2005). This paper will analyze the professional strengths and limitations of the change management.
Discussion
As a student, my professional strengths regarding the change management would be on the following aspects; first, recognizing that it is the responsibility of the management to ensure change implementation process is successful in the organization. The process of change management is critical especially because employee often resist change (Sirkin, Keenan & Jackson, 2005). Thus, the management has the responsibility to ensure change is implemented in such as way that does not significantly disrupt the human resources. Various studies have shown employees are likely to resist change even when the change is for their benefit (Oakland & Tanner, 2007). One of the reasons why the employees are likely to resist changes in the organization is due to the fear of unknown. As such the management needs to ensure that change is carried out in a way that minimizes resistance.
Organization changes can be categorized into two main categories. These include the unplanned and planned change. First the unplanned change- it is the change that is as a result of rapid developments in the environment within which the organization operates. Thus, the unplanned change is sudden are often comes as a surprise to the organization. In the case for the unplanned change, the management has no control over the factors contributing to change. Second, planned change- it is the organizational change that is deliberate. In the case for the planned change the organization, management recognizes the need to change and design a plan to realize the desired change. The success of the planned change largely depends on the effectiveness of the change implementation plan (Kneer, 2013).
Second, the understanding of the various factors that contributes to both unplanned and planned change in the organization. According to Creasey & Hiatt (2003), some of these factors are summarized using the table below;

Factors contributing to un-planned change

Factors contributing to planned change

1

Changes in employee demographics- changes in the work force composition could force organizations to embrace change. For example, in some profession the numbers of older generation are more compared to that of the young generation. As such an organization could be forced to change its employment policies.

Organization strategic plan- a change in organization strategic plan could contribute to planned change in the organization. For example, where an organization strategy objective is to increase efficiency, the organization could be forced to scrap off some of its inefficient departments.

2

Changes in legislation and government policies- often the government amend laws and regulations. These amendments could have significant effects on the organization business and operations forcing the business to change to ensure its survival.

Adoption of technology- adoption of technology is likely to lead to increased efficiency and reduction in the organization processes. As a result an organization could be forced to retrench some of employee whose operations would be considered redundant.

3

Global competition- organizations that transact their business internationally could be forced to embrace changes due to increased completion from other key players. Organizations could therefore, be forced to change in order to retain their market share.

Changes in the organization structure- organizations often change their organization structure to increase their efficiency and enhance their competitiveness. The change in the size and the structure of the organization is likely to result to downsizing, with the aim of reducing the operation costs.




To efficiently respond to the organization changes managers are expected to understand the change factors contributing to the change. Where the management fail to recognize the change factors influencing the organizational change, they could possibility fail to respond efficiently to the change (Griffith, 2001).
Third, the understanding of the process of change implementation- the success of the planned change in the organization largely depends on the success of the implementation of the change process. Therefore, it is essential for the managers to ensure they understand the process of implementing change in the organization to reduce possible resistance. Following the change process during change implementation is likely to result in high chances of success. Change implementation process involves various stages (Stanleigh, 2008). According to Stanleigh (2008), these stages include the following;
1. Identifying the reasons for the change- at this stage, the organization management defines the reason why change is necessary for the organization. For example, the management may want to embrace change to make the organization more efficient and competitive.
2. Identify the areas of change- after developing the objectives for the change. The management should identify the specific areas where change is necessary to achieve the desired goal or objective of the change. A good example is the automation of the organization manual processes.
3. Plan for the change- to ensure successful implementation of the desired change, the management should develop a plan to guide the organization in the change implementation. The plan should clearly define time table of the change implementation. Thus, the plan should show the first step to the last of the change implementation process.
4. Determine the change factors- at this stage, the management shall identify the factors that would derive the desired change in the organization. The management should carry out a cost-benefit analysis of the various identified factors and chose the most appropriate for the business. In selecting the appropriate change agent, the management should select the one whose benefits out ways the cost.
5. Change implementation- during this stage the management should ensure effective communication of the desired change and the possible effects of the change. The employees are likely to resist change especially in the absence of effective communication. As such when implementing the desired change, it is appropriate for the management to ensure effective communication and participation especially to those affected by the change.
6. Feedback- the management should ensure there is an effective feedback mechanism to assist in evaluation and monitoring of the change process. The feedback mechanism will facilitate the successful implementation of the change process.
The planned change process is summarized using the diagram below.
6. Feedback 4. Determining change factors3. Plan for change2. Identifying areas that need change1. Identifying the need for change
5. Change implementation
Fourth, leadership skills- Higgs & Rowland (2011) argue that the process of implementing changes in the organizing require sound leadership skills. Failure by managers to show leadership during change implementation could lead to the failure of the change process and at times could lead to the failure of the organization especially when dealing with unplanned change. Some of the leadership skills that managers are expected to exhibit include effective communication, and motivation. Studies have shown that majority of the failed change initiatives in the organizations were as a result of poor communication (Griffith, 2001). As earlier noted, employees may resist change even if it is for their benefit due to the fear of unknown. Therefore, the ability of the manager to communicate effectively minimizes the employees' fears. As such a manager should ensure effective communication especially to those affected by the change to ensure they understand the need for change, the effects of the change and also array any fear that employee might hav...