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Change Management as an Essential Tool for Organization Case Study


Change management in an organization depends on what people think and how they think about the change to be implemented. Implementing change in an organization is a difficult task. This makes many organizations to refrain from implementing change especially if they are forced into it. In order for an organization to implement change successfully, it must be prepared for it.

People’s beliefs about change are mostly influenced by their underlying capacities and psychological aspects which determine if they are ready for the change that is to be implemented in an organization (Richard, Murphy and Willmott 12). This paper will therefore address the concept of change management and determine its effectiveness within an organization.

Level of readiness for Company X to go through the journey for change

Acceptance to change

For any organization to emerge successful while deciding on whether to implement change, it is important for it to accept that it needs the change. In this perspective, an organization may look at its production processes and decide that it needs to adopt modern equipment in order for it to improve its efficiency.

In the case of Company X, it is evident that the company lays more emphasis on the aspect of change acceptance. This aspect has a score of 3.34, which is the highest score compared to all the other aspects. This is an indication that in order for a change initiative to be successful, it is vital for employees to accept that the change is needed within the organization.

Change initiatives

In order for a change process to be successful in an organization, it is ideal for employees to work together to ensure that the process becomes successful. It is necessary for employees to play their part and ensure that they complete the assignments that are assigned to them successfully (McMillan 5).

In the case of Company X, the score for change initiative is 3.26. This ranks as the second aspect that the company lays emphasis on. This is an indication that in order for the change process to be successful, the employees within the organization must demonstrate their willingness to work hard.

Managing change

Managing change within an organization is an essential requirement for any organization that needs to succeed in implementing change. In this perspective, the management within the organization should ensure that all new equipment that is brought to the organization is managed properly.

Moreover, the management of the organization should ensure that any new equipment that the organization acquires is allocated to the qualified employees (Cameron and Quinn 13). In the case of Company X, the average score for this aspect is 3.24.

This is an indication that in order for the change practice to be successfully implemented, it is vital for the organization to ensure that the employees are allocated their rightful duties as well as ensure that they have sufficient information to enable them cope with the changes that take place within the organization.

Managing change applies when the administration of an organization is able to confirm that all the equipment within the organization is operating according to the expectations of the managers.

Management support for change

It is not possible for an organization to implement change without the support of the senior people within the organization. It is therefore the role of senior managers to ensure that they provide all the resources necessary to enable them provide suitable working conditions for the employees.

When managers support the initiative, it becomes easy for employees to adapt to the changes within the organization (Richard, Murphy and Willmott 5). The various forms of support that managers can provide include effective allocation of finances as well as providing training to employees about the new tools that are implemented within the organization.

Perceptions towards change

The attitude of employees is crucial with respect to enabling an organization to implement changes. Therefore, it is the role of managers to ensure that the working conditions of employees are pleasant so as to ensure that they make employees to develop a positive attitude while working in the organization.

This would have the effect of enabling employees to embrace changes that the management wishes to implement in the organization. This is the reason as to why the rating for the perceptions towards change for Company X has received a score of 2.84

Mutual trust, respect and willingness to work together

In order for changes that an organization wishes to implement in an organization to be successful, it is important for employees and managers to work together so as to make lasting decisions for the organization. This would play a crucial role in terms of enabling the managers to make reasonable changes that can transform the overall performance of the organization (Richard, Murphy and Willmott 13).

Mutual trust and respect is manifested within an organization when managers and employees have respect for each other. As a result of having mutual respect for each other, Company X has been able to attain a score of 2.82.

Understanding the vision for the change

In order for the future of a company to be successful, it is essential for it to have a vision. The vision should allow the organization to choose strategies that can enable it to implement effective change strategies.

Since the prospect of change in Company X is well communicated, the company has been able to achieve a score of 2.46 thereby indicating that it understands the vision of the changes that it wishes to implement.

Aspects of Change within an organization

In order for an organization to implement changes effectively, there are certain aspects that it needs to analyze effectively. An organization should ensure that it involves the people who are affected by the change.

For example, the members of an organization such as employees should be involved in change planning because they can manage to anticipate the problems that the organization is likely to face more effectively. The senior management of an organization should also ensure that it gives a valid reason for the change.

This is because the busy people within the organization are likely reject the change that they think is irrelevant to be implemented in the organization (Richard, Murphy and Willmott 22). Therefore, the management should have a compelling reason for making the change.

The management of an organization should assign a talented person to implement changes. For example, the senior executive of a business is not necessarily the champion of every change that needs to be implemented within an organization. Therefore, it is essential for senior managers to look for a person who can communicate effectively with the employees. The organization should also create a transition management team.

This is because there is no person within an organization who is talented enough to implement effective changes. For example, if an organization is exceptionally large, it should designate different duties to different departments depending on the expertise of the personnel (McMillan 45).

This way, the departments would be able to work as a community thereby providing employees with brilliant ideas and emotional support. Reward systems are useful in terms of facilitating change within an organization.

This means that in order for employees within an organization to appreciate the changes that take place, it is necessary for the senior managers to show that they appreciate the contribution that the employees make towards implementing the change by adopting a reward system. This can serve as a motivation tool for employees to work hard so that their efforts can be appreciated.

Trust is an essential element that makes it possible for an organization to implement change. In this perspective, the senior managers should demonstrate that they trust their employees by allowing them to participate in the decision making process. This would make employees to trust in the decisions that the senior managers implement in an organization (Richard, Murphy and Willmott 53).

The perception of employees regarding the changes that an organization wishes to implement is critical in an organization. Therefore, before implementing any changes in any organization, the senior managers should test the perceived level of commitment of the employees in the organization in order to ensure that the commitment of the employees towards the change is communicated effectively.

This analysis has therefore demonstrated that change management is an essential tool for any organization to adopt in order for it to succeed in its production processes.

Works Cited

Cameron, Kim and Robert Quinn. Diagnosing and Changing Organizational Culture: Based on the Competing Values Framework. New York: John Wiley & Sons, 2011. Print.

McMillan, Elizab. Complexity, Management and the Dynamics of Change: Challenges for Practice. New York: Taylor & Francis, 2008. Print.

Richard, Daft, Daft Murphy and Hilton Willmott. Organization Theory and Design. New York: Cengage Learning, 2010. Print.

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IvyPanda. (2019) 'Change Management as an Essential Tool for Organization'. 20 August.

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