Change Management Process And Strategies †MyAssignmenthelp.com

Question: Discuss about the Change Management Process And Strategies. Answer: Introduction From the business context, thechange management process is the restructuring of the organization along with redefining the utilization of resources, allocating budget and making changes to the various operations to maintain flexibility and efficiency. The topic will illustrate how an effective framework is developed to create effects on the business processes and at the same time, ensure successful changes in the structure and culture of the organization with ease. The systematic approach toorganizational change management will make people adjust to changes and learn new skills, behaviors and knowledge and set expectations too (Hayes 2014). This will be effective for improving the communication and make sure to reduce the misinterpretation of information, furthermore remain committed to the changes without facing any issues associated with it. Change management strategies There are various organizationalchange management strategies implemented within the organizations to create good working conditions and even provide flexible benefits for the employees to perform to their potential. One of the majorchange management strategies could be agreeing to the common vision for implementing changes while a weak leader within an organization should be replaced with a person possessing string executive leadership. This would make them communicate the changes within the organization to the employees as well as make them understand the vision for implementing changes. It would also be important for the organizations to educate the employees and make them knowledgeable about the everyday activities responsible for changes and furthermore develop a concrete plan to determine the success or failure of the change process (Doppelt 2017). Through changes, the employees should be assigned with new roles and responsibilities, which could be facilitated by providing monet ary, non-monetary and social rewards to them. By implementing change management, it would be convenient for assessing and managing the risks at various levels and develop mitigation strategies based on those (Shirey 2013). Kotters change management model One of the most effective theories or models for implementing changes within the organizations could be the Kotters change management model. Eight steps are followed to implement changes within the organizations and develop a competitive workforce. The first step is to create a sense of urgency to make the individuals working at the organizations informed about what kinds of changes can be done and how to do it. This would also make the employees understand how they could be benefited, furthermore communicate with each other to form an effective team (Cameron and Green 2015). The second step is to form a team competent enough to manage the changes, furthermore obtain relevant skills, knowledge and expertise for organizing the structure of the team properly, and assign the roles and responsibilities to the employees accurately. It is important to create a vision during the change while the next step would be communicate the vision across the organization and influence people to discuss about the changes that should be implemented (Goetsch and Davis 2014). The fifth step would be to remove or overcome the obstacles and support the staffs to become resistant to changes, which could improve the team morale and performances of the employees. It to necessary to keep momentum to progress and full the requirements of the various stakeholders, furthermore allow the change to become mature with time and identify the gaps as well. Lastly, the changes should be integrated into the daily lives and working activities of the employees, which would improve the monitoring mechanisms and create a good culture where people could work in coordination and as a unit (Ashkenas 2013). Effectiveness of change management within the organization According to Van der Voet (2014), there are various benefits associated with the implementation of change management strategies and process on the public organizations, both in terms of leadership and organizational structure. The leadership could be transformational leadership and bureaucratic structure of the organization, both had been impacted due to the change management process (Van der Voet 2014). The willingness of the employees to change is associated with the planned and new change approaches while the transformational leadership style could make the companies adjust with the planned changes implemented. The transformational leadership could even create a positive impact on the change management process and allow the company to adapt to changes while the bureaucratic organizational structure could also sometimes limit the effects of transformation leadership (Hechanova and Cementina-Olpoc 2013). The implementation of change management process could also help in making the organizational adaptable to emergent and planned changes as well as create a good organizational structure and culture. According to Van der Voet (2014), the transformational leadership is influenced by the change management approach implemented and on the structure of the organization. It allows to supervise the employees and at the same time, manages planned process for change according to the change in non-bureaucratic context. Based on the responses provided by Van der Voet (2014), the leadership role of the transformational leaders could also enable changes and make the employees work together, in coordination to facilitate teamwork and accomplishment of goals and objectives within quick time and with much convenience (Van der Voet 2014). Once a change is implemented, it is important for the leader to make the employees informed about the changes and ensure successful business functioning. The transfor mational leadership should be useful for creating a future and a vision that is inspiring and at the same time allow the employees to know how to accomplish the objectives of the organization through proper change management (Cummings, Bridgman and Brown 2016). Impact of leadership in managing organizational change The transformational leaders possess a good charisma level and manage visionary leadership, because of which, the fundamental changes within the organizations are influenced and this helps in transforming the entire organization with ease and effectiveness. It is done by setting by setting a clear vision, managing social architects and developing a sense of trust and loyalty through creative deployment of own self. This would not only help in analyzing the processes and interaction, but would also empower the change agents to bring changes and improvements within the organization much more rapidly. According to Belias and Koustelios (2014), the leadership aspects have created an impact on both the change management and also on the culture of the organization. In case the organizations do not have a proper culture, improvements must be done through implementation of changes in the organizational culture to focus on transforming the entire business and improving the relationship status between the organizational members (Belias and Koustelios 2014). This would promote communication and coordination between the employees as well as manage transformation from a cultural point of view to ensure long term commitment. Belias and Koustelios (2014) stated that the transformational leadership could divide the change management process into the various areas of change to focus on specific features for the development of high quality relationships, improve the processes efficiency and maintain proper values and ethics too (Belias and Koustelios 2014). Transformational leadership could play a major role in influencing the business performance by making the employees informed about the goals and objectives, furthermore implementing new changes for rapid expansion of business along with gaining of abilities to respond to changes too. Thus, it could be stated that the transformational leadership played a major role in managing changes within the organization (Agrawal et al. 20 13). Models and theories for change management Lewins change management model The Lewins change management model could be used as it would ease down the approaches of managing changes within the organization and at the same time categorize the change process into three different stages including the unfreeze, making changes and lastly refreeze. The unfreeze stage would allow the company to understand the necessity of making changes and them unfreeze the present processes to estimate the results and how it could be achieved. The various steps along with human interaction should be analysed and it could overcome the mistakes and errors experienced in between (Verhulst and Lambrechts 2015). By unfreezing, the company would be able to perceive the upcoming changes and provide natural resistance, furthermore prepare the staffs to manage the changes and new components properly. As soon as everyone would be prepared for deploying the changes, they should be adapted to it. To facilitate changes, communication, support, acquisition of knowledge and skills are necessary for addressing the issue and adapt the new approaches. Meeting with the managers could improve the knowledge base as well as guide all throughout the process during change management. The refreeze stage would allow for measuring the effectiveness of changes and obtain constant reviews and feedbacks to ensure that the new methods are in progress (Lozano, Ceulemans and Seatter 2015). McKinsey 7S model Another most effective model for the change management process could be the McKinsey 7S model, which would analyze the effectiveness of changes managed within the company as well as highlight the changes to develop unison of approaches. The model considers the changes in strategy, organizational structure, systems, shared values, beliefs, skills and human resources. By implementing this model, the business organizations would be able to focus on the purpose and skills to be achieved for gaining competitive advantage (Della Torre and Solari 2013). This would also enable the company to become flexible and adapt to changes without creating hindrance during the progress. To maintain a proper organizational structure could help in determining the efficiency of changes in the organizational structure. This model would help in assessing the business systems through the inclusion of various business operations and processes and furthermore check whether any upgrading or new technology implem entation should be required or not (Paulsen et al. 2013). Though culture is not directly related to the management of changes, still the maintenance of a positive working culture could act as a powerful tool to link the values and culture to the changes implemented (Kash et al. 2014). It could improve the workforce efficiency and make people adapt to changes with ease and effectiveness. The staffs with relevant skills should be recruited and to implement further changes, filling the respective positions within the organizations should be done along with training and developmental programs provided to them. It could improve their level of skills, knowledge and expertise and make them adapt to the changes easily. Thus, it could be stated that the 7S model would identify the weaknesses and determine the areas where deployment of changes should be done. This would create a perfect business plan and enhance the ability of the organizations to remain flexible enough to the change management processes (Jansson 2013). Recommendations It is recommended to select the most appropriate agents at the beginning of the change management process for strengthening the communication and improving the problem solving skills. It is important to communicate the change management approaches to the staffs at various levels and ensure that the tea members work as a unit. Proper amount of time should be provided along with flexible time scheduling for making the right changes on time and implement incremental changes to make the organization function properly under pressure Recruitment of skilled and knowledgeable workers is recommended for integrating the changes and measuring progress all throughout. Employees should be informed about the changes in structure and culture and the leaders must motivate and encourage them to facilitate changes. Conclusion The report was prepared to discuss about the various aspects of change management process and how it created a positive impact on the organization through changes in structure, culture, strategy and business processes. Few of the major change management models used here were Kotters change management model, Lewins change management model and the McKinsey 7S model. All these theories and models were effective enough to make the organization flexible and adaptable to changes, furthermore could assist the organization to achieving the change management outcomes with ease and effectiveness. The transformation leadership style was managed according to situations, values, beliefs and assumptions made; rather it would allow the organization to focus on preventing failures and replicating business to create a number of choices, develop predictable situations for invention and creation of a better future. References Agrawal, H., Bassu, D., Jain, A. and Zbib, R., Tti Inventions C Llc, 2013.Methods and apparatus for implementing model-based software solution development and integrated change management. U.S. Patent 8,392,873. Ashkenas, R., 2013. Change management needs to change.Harvard Business Review,16(April). Belias, D. and Koustelios, A., 2014. The impact of leadership and change management strategy on organizational culture.European Scientific Journal, ESJ,10(7). Cameron, E. and Green, M., 2015.Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers. 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