Organizational Change Management




Change management is a systematic approach to dealing with the transition or transformation of an organization's goals, processes or technologies. The purpose of change management is to implement strategies for effecting change, controlling change and helping people to adapt to change. Change affects most important asset, the people in an organization. Losing employees is costly due to the associated recruitment costs and the time involved getting new employees up to speed. Each time an employee walks out the door, essential intimate knowledge of your business leaves with them.

However, organisational change is a constant in organisations today and can be driven by a number of different forces, including customers, markets and technology. The consequences of not managing change effectively can be devastating and long lasting, so it’s important that people who undertake take the change understand the potential issues and equip themselves with techniques to support change-management initiatives.

Quite frequent organisational change is the norm, yet the high levels of failure indicate that effective change management remains an issue. There’s no single model of change and no single solution to effective management, but professionals need to ensure they have the skills, knowledge and credibility within their organisation to be champions of change (CIPD, 2018)

As far as people are concerned they often go through four stages of change as below (Nelson)
Denial
Employees may deny that a change needs to take place and may try to prove that the old way of doing things is better.

Anger
In this stage employees start to complain about the changes and blame others.

Exploration
After realizing change is inevitable, employees may try to offer their own solutions or think of a better result for themselves or their team.

Acceptance
After some struggle, employees will accept the change and participate in the change process.

Often, change fails because of following four main reasons

Ineffective leadership
Lack of communication
Poor employee involvement
Lengthy timeline for change

In conclusion the change is not easy nevertheless if anything to be changed must be done with due coordination without effecting the employee resource  the most sensitive and costly asset in an organization.

References

CIPD (2018), Change management, [On line] Available at <https://www.cipd.co.uk/knowledge/strategy/change/management-factsheet> [Accessed on 30th Sept 2018]

Nelson A (2018), The 7 C’s of Change Management: Making Change Easier With Neuroscience, [On line] Available at <https://gethppy.com/talent-management/7-cs-change-management-neuroscience> [Accessed on 30th Sept 2018]

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