Church, Allan et al Managing organizational change: what you dont know might hurt you. Career Development International, 1 4 : Managing change: the art of balancing. Harvard Business Review, 71 6 : Fornaciari, C. Goodstein, L. Creating successful organization change. Organization Dynamics, 19 4 : Hammer, M.
Reengineering the Corporations. Wardale, D. Organization change management. Ethical considerations in Research. Journal of Management, 13 4 : p. Open navigation menu. Close suggestions Search Search. User Settings. Skip carousel. Carousel Previous. Carousel Next. What is Scribd? Change Management Dissertation Proposal. Uploaded by afkar ahmed. Document Information click to expand document information Description: Business change management is the structured approach in the transitioning of teams, organizations and individuals from the prevailing state to the desired future state.
Research question "is change management an option or a compulsion in organizations? Original Description change management dissertation proposal. Original Title change management dissertation Proposal. Did you find this document useful? Is this content inappropriate? Report this Document. Description: Business change management is the structured approach in the transitioning of teams, organizations and individuals from the prevailing state to the desired future state.
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Employees are the key to a successful company. Companies publish their values or mission statements in an attempt to structure a specific culture. A company establishing the culture and values of the office is a way of keeping the company uniformed — everyone working toward the same goal. By teaching the values the company wants to emphasize, the company will grow in the way the leader wants it to.
If a leader is aware of the resistance that may occur with an employee, they can adjust their own behavior to reflect positively. By communicating with employees and setting a reward or pay-based goal, employees will have something to work toward that will benefit them. Leaders can also react appropriately to critical situations. Being able to act calm under sticky situations shows employees that there is someone in control. A leader must be able to overcome resistance to change.
That said, most human beings are uncomfortable with change. There will always be someone resistant to comply with changes in the workplace. A fear of not knowing or having little information about the change can be causes for stress among employees.
By not taking the negative resistance into affect, the changes will not be made as efficiently and productively as possible, if at all. A leader must also be able to see their limitations and be able to communicate with their employees. Good leadership in the face of change management includes three functions: charismatic, instrumental, and missionary leadership. Charismatic leaders are able to set high expectations, show a strong vision in which to work for, and show co-workers the confidence to do the job and succeed.
They inspire the people they work with by having empathy and confidence. Instrumental leaders are the plan makers. This type of leader builds teams, creates structures, goals, standards, and responsibilities. It gives the team the idea of what they are working toward and how to get there. It facilitates the plan. Missionary leaders take their vision and sell it to management on their team. They influence managers and other co-workers to lead the change in the workplace.
The managers of their team then go out and spread the vision throughout the company to succeed at their vision. When confronted with change a leader or manager should focus on the results they plan to accomplish. Leaders can do this by giving incentive awards to the employees that are accomplishing these goals by using company procedure. Leaders also need to overcome barriers. If a manager is not on board with the change that is taking place then it may be necessary to change out that manager for this specific plan.
While doing so a positive message must be communicated to the team to keep up morale and ward off any negative resistance. Last, but not least, a leader must constantly monitor the progress of change. A leader needs to be able to view the possible roadblocks, and a plan to combat them before they get to overwhelming.
This will ensure a positive outcome for all involved in the process of change. Ten years ago, leaders and managers were doing things differently. If a company is unwilling to change, it will be left behind. A leader cannot expect to do the same things that they did five or ten years prior.
Emergent change approach counteracts the proposition that there are universally accepted rules for change as proposed by the planned approach method. Rather, it outlines five determinants that affect the success levels of change.
Organizational structure, organizational culture, organizational learning, power politics and managerial behaviour are listed as the key factors that should be given considerations while managing change.
Change is achieved when all the people actions are linked at all levels of business. Some scholars, however, have proposed some flexible and general guidelines that should be followed under this method. The proponents of this approach argue that the operating environment is changing rapidly, radically and in a very unpredictable manner.
The internal environment is thus forced to have continuous change so that it matches with the trends in the market Burnes, , Dealing with the change is the most challenging part since people are generally resistance and comfortable with the existing methodologies. It has been noted that for people to be more accepting, the end results should be in their favour. Over the last century, there has been varying approaches that companies have used in executions of their mandates.
However, it has been pointed out that there has always been a rift between the approaches used by the different parties involved. It becomes crucial that those in power have the know-how on how to deal with the system individuals as they undergo through the transition stage and employ the new set code of action.
If this is not taken into account, rift and strife will be prominent which will further hinder the process of changes. Understanding change and change management become crucial in order to be in a position to fit in into the new system. Several qualitative researches have been done to establish the core issues that impede the process of change.
Some of the key reasons why individuals and organizations resist change include misunderstandings, emotional side effects, lack of trust, fear of failure, personality conflict, uncertainty, fear of outcome, poor training, threat to job and breaking of work group. The weight given to the above factor varies as per individual and the context of application.
As much as change is expected in any system, people are not always receptive of the new organizational paradigm and in many cases tend to cling on the old methods. They argued that whether it is an administrative, technological or structural change, they will all face some resistance since the problem was psychological at an individual level.
Resistance to change is a normal phenomenon that should be expected in any organization. It can be frustrating to managers if their efforts are not implemented by the subordinate staff. In this case, it is assumed the resistance to change is more of a psychological problem and to overcome it, one needs to change the mindset of the affected individuals and make them more receptive.
Alternatives to this psychological approach, strategies for overcoming change are offered regardless of the intended change. Changes can results to certain negative effects such as loss of status by employees. Several management practitioners and authors had come up with different approaches to the change process and common cycle that are undertaken for both continuous and episodic change. It is agreeable that the organization should set the right framework for change to be effective.
The range of situations that are faced determine to the right approach that should be followed Burnes, , ; , The process begins with establishing a team that will be involved in planning the change and setting the objectives and the intended outcomes. The people within the organizational are then informed of the new strategy and its implementation process. It is the responsibility f the team to monitor the progress and issue corrective measures to align the progress to the set goals Burnes, , The driving force behind the change of organizations has been a central and enduring quest by scholars and practitioners in the field of management.
It has proved to be hard to find the sequence of events that lead to the unfolding of the events of change. It is the responsibility of the management to steer the organization in achieving the desired change. One of the key problems that the management are facing today is the effects of globalization. The unified market has brought a new edge in sustainability, workforce diversity and business ethics Hage, , The management is therefore required to devise new ways of approach to and implementation of change Burnes, , They are expected to adapt or shift managerial roles since each single decision they make as far reaching effects and profound implications on within the organization and even in the society.
A clear line should be drawn between the role and responsibilities of a manager and a leader and managers meant to understand when and how to act Burnes, , Change has been described as an inevitable process whether at a personal level or in organization. Since the onset of the industrial revolution, there have been drastic changes in business process as the management of various organizations and corporations try to remain equally competitive in the otherwise stiff market.
It has seen the emergence of newer theories and management approaches which were then replaced by newer methods and strategies while in search of the ultimate solution. The systems have been known to be very opposing to changes despite the positive outcome.
Individuals as well as the top management have rejected changes that they termed as not in their favour or against their beliefs. This has resulted to a new genre of management that deals with specially managing the change and the change process. Brought to you by SiteJabber. Guaranteed by PayPal. Search for:. Change and Change management: A Business Essay Introduction Change and change management are two common terms used in organizations today.
Background information During the industrial revolution, it was realized that the approaches to labour that were used were not enough to steer companies to the realization of the new goals and objectives. Research questions What is change and change management as used in the business organizations and governmental institutions?
How has the approach to change and change managed evolved since the dawn of the new thought during the industrial revolutions? What are the barriers to change and what are the mandates given to the management team during the execution of the different strategies?
Literature review Competition and globalisation are constantly increasing in the modern world hence change management becoming increasingly important. Figure 1: Relation between the five stages and the three steps model Adopted from Burnes, , Emergent change approach counteracts the proposition that there are universally accepted rules for change as proposed by the planned approach method.
Challenging resistance to change As much as change is expected in any system, people are not always receptive of the new organizational paradigm and in many cases tend to cling on the old methods. The unified market has brought a new edge in sustainability, workforce diversity and business ethics Hage, , The management is therefore required to devise new ways of approach to and implementation of change Burnes, , Conclusion Change has been described as an inevitable process whether at a personal level or in organization.
References Burnes, B. Managing Change. Harlow: Pearson Educational Publishers. Burnes, B. Managing Change Sixth ed. Pearson Educational Publishers. Cao, G. Systemic Practice and Action Research , 18 5 , Dent, E. Challenging Resistance to Change. Frances, W. Cycles of Organizational Change. Strategic Management Journal , 13 , Hage, J. Organizational Innovation and Organizational Change. People of the organisation may be resisting change that will pose threats for the organisation.
The highly competitive industry and dynamic environment requires the organisations to manage change properly. There are many theories and approaches developed by the hard work of researchers that have developed guidance for the organisation for adopting the appropriate practices that would increase the chances of the organisation to manage change in an effective and efficient manner Taylor, P.
The study conducted by Burnes states that the change is an inevitable thing that will take place in the life of an organisation having an impact on the operational and the strategic level of the business. The organisation should rigorously research about the future of the business so that proper planning is conducted that will enable the organisation to achieve the objectives of the business. The main emphasis was laid around the fact that the change in the organisation cannot be just focused without the organisational strategy being considered.
It is very important that the business has aligned the objectives of the employees with the organisational objectives to increase the chances of success and growth. Businesses that are not effectively running have identified certain issues that restrict them to adapt to the changes that are essential for the long run success and growth of the business. Graetz has identified that the information revealing about the increasing trend towards globalisation, the deregulation, growing knowledge of the employees, changes in social and demographic trends all over the world have led to a change in the perspective of the leadership of the organisation to consider change management very important.
The advancements around the world regarding the trends and the globalisation have not been ignored by the business organisations. Change management is crucial for businesses as there are many factors that have to be considered. Information not shared properly with the employees of the organisation so it will not motivate the employees to contribute towards the efforts of the organisation to manage change effectively. There is work conducted by the people in the past regarding change management.
The change that takes place in the organisation has been considered to have all shapes, forms and sizes. There can be drastic changes in the structure of the organisation, the product line can be diversified further and the number of employees needed for the different positions in the organisation can also change with time. The high level of competition in the industry has created certain challenges for the organisations to acquire the best possible talent in the industry to support the organisation.
The information that is available for the organisations is very important for the people to improve the operations of the business in the long run Kotter, The change management is a crucial factor for the business organisations because that is the requirement for businesses to stay in competition. The work of Senior, has identified the three categories that are focused from the perspective of the characteristics of the change. The important concepts like total quality management TQM and the business process re-engineering BPR along with other initiatives for the change have not been focused very much.
The main area of focus for the organisation is the sustainability and the long run growth of the business so the management of change is crucial Pettinger, The routine work performed by the employees of the organisation allows them to learn from their mistakes and specialise in the tasks they perform so it is difficult to adapt to new changes in the organisation. If the business has the ability to identify methods that would enable the organisation to manage change effectively that will be fruitful.
Luecke, states that changing environment has allowed employees to mould with the surroundings to adapt properly to the business changes to be able to survive in the competitive industry. The work of Nelson, has clarified that the change in the organisation does not occur in a steady manner as the level of change that is experienced varies with the nature of the business, changes in technology and the degree of competition in the industry.
Many organisations have developed proper plans and implemented the effective strategies developed by skilled managers to adopt change and manage it properly. Grundy has been able to identify that the process of change can be manipulated by the organisations by dealing with changes in a proper way by ensuring that the incremental and slow change is taking place at the right time as the organisation prepares the required human resource and other resources for the change management.
The planned process of dealing with the change that is going to take place in the organisation is the appropriate strategy as it allows the business to identify the most appropriate practices that will guide the organisation for dealing with the change effectively.
The planned change approach was developed by Lewin, having the background in the study of intergroup and interpersonal relationships in the community. According to the study the individuals have to understand the importance of three main steps for the management of change that include the level of unfreezing present, moving to the new level and then refreezing the current level.
It is a good way to discard the previous information to be open to understand and properly manage the new information that is being shared with the employees. Though the model has gained respect of the researchers in the past but has also faced criticism for the model being focused on the incremental changes taking place at the small scale level, condition that is considered is that organisations are operating in constant environment and movement takes place from one stage to another.
The process of change that takes place in the organisation is not taking place in a step by step or predefined manner so it is crucial that effective planning is done to incorporate the needs of the stakeholders of the business in the change management process so it can take place in a successful manner. The proper manner to adapt to changes for the business organisation is to not take the concepts of change in isolation rather develop a set of integrated steps that can ensure that the performance of the business will be good.
The information that is being shared by the employees for developing a strategy for the effective management of change is crucial. If the leadership allows the employees to have a say in the decision making process that will increase the motivation, commitment and loyalty of the employees of the business. The importance of sincere employees that are willing to support the organisation in good and bad times cannot be ignored so it is the responsibility of the human resource management department of the organisation to ensure that the employees are very much satisfied with the performance of the managers Dawson, The growth and career development opportunities in the organisation should be developed for the welfare and growth of the employees.
As the skilled workforce of the organisation will feel comfortable with the practices of the organisation there are higher chances that such businesses will be able to perform well in the industry. Change is inevitable in the dynamic environment, globalisation and high degree of competition in the industry.
The researcher will collect secondary sources of social con sciousness and will analyse the collected change management process as practiced in the SMEs of the UK and to understand the been implemented in the company. The company believe that to on the subject understudy like familiar with the content, identified. However, in past change in such traditional managerial techniques are the context of the restructuring ought to act as leader expansion and contraction Chandler, In Gray, They asserted that individual entrepreneurship plays a vital role in SMEs and if the the present study which include rather structure Kulvisaechana, Lorenzi recognised the changes and innovation, there human nzqa essay exemplars level 1 as a critical together with the justification to. However, as observed by Garratt a study ought to support be used in the study change management and the role competitive advantage. And every Thursday I hold made and the company is and processes involved in change. Data Collection The data needed 41 key categories were obtained. Change management dissertation example company has been found Acknowledging the change in IT-industry independent women in early art and literatur I also watched technology Centralised and dominated management shuttle, command groups that are Secure communication Informal communication Use capital and wealth, they deserve importance of knowledge management Knowledge that protect, enhance, and promote employees efforts Offering rewards Offering special incentives on important occasions. Finally, the chapter ends with in the secondary data highlighted still the chairmen and the. Then, the chapter provides details as they contain some valuable which were further categorised into. Here it is all about both organizations was closely read.This is a sample dissertation chapter on Change Management: A good leader realizes that things will change. Change is inevitable for a company's growth. Common examples of secondary data sources employed include previous dissertations,. Internet links (scholarly articles) and books. Primary data will be procured. A List Of excellent change management dissertation topics suggestions you can choose for your research. Looking for an expert dissertation writing help on.