Organizational Change Projects For Crucial Importance

The organization

Discuss about the Organizational Change Projects for Crucial Importance.

The organizations have to face rapid changes in the environments of the business and also the structures of the markets. There is the need of flexibility in the organization. The changes in the structure of the organizations often become a matter of crucial importance. The topmost management systems must identify the need of the structural management frameworks and by committing special projects they can cope up with all the crucial conditions faced by the organization. The organization structure changing or any other issues of the organization can be solved by undertaking several projects. The projects obviously will take into considerations of the human parameter and the culture of the organization (Adler, 2017). The processes should be analyzed in details. They are provided with a project management tool which is very methodological., This is provided to aid the structure change processes of the organization. The tool can be used in different organizations and this must incorporate a mechanism of progress metrics. In the literature of management and organizations, it has already been said time to time that effective changes in project managements and leaderships has significantly affected the progress of the organization. I have seen in many organizations specially the IT, the companies are undertaking different changes in projects from time to time and this no doubt has brought success to them. They mainly select the two criteria for changing projects – change controls and change advisory boards. The success of the project implementation includes the mechanics of the project implementation management, the groups of the processing and the knowledge areas (Adriaenssen, & Johannessen, 2016).

I have already discussed in the introductory part that an organization need different changes in managements and projects in order to make their business successful. An organization if continues to going on in the same manner as it was started, it will never succeed. The organization after offering the services to the customers will surely get some feedbacks. The manager of the organization or any company need to follow those complaints and feedbacks. They must rectify their mistakes in order to make their offers much more successful. The organization about whom I am going to discuss today is JG & G Consulting Services Inc. This company offer management consulting serevices. This consists of the expertise in transformation of business, the processes of re-engineering, the management in the organizational changes. The company also serves portfolio managements. During both the good and bad times the organizations always need to be much more active by becoming much more efficient and also becoming much more cost effective. This causes the needs to make a streamline for the business processes. The approaches of the management consulting and the projects takes into account the man factor and so they can use the practices to their best in the contexts of organizational managements and projects ( Alvesson,  & Sveningsson, 2015). 

The outcomes expected from the change projects

The outcomes that are expected from the changes in projects are –

• The acceptance and the ownerships of the system due to the projects across the organization and also in different small businesses.
• Commitment which was previously not present must be build in the system.
• The benefits or profits of the business were sold.
• Management of the expectations of the users and the information needs.
• Providence of information on the supports and supports that are available.
• Providence of information about the systems to the audiences and to gather their views.
• Reducing the uncertainties and also the fear of the technologies and new processes.
• Development of frameworks for coordinating all the efforts of communications.
• In ensuring that all the messages are delivered to all the stakeholders at all the levels and also all the decisions, events and the activities must be communicated within a proper time.
• Communication must be the most important part of the team of project daily activities.
• Making the employees to make communications about the information of the project to the line leaders (Anderson, 2016).  

Mainly the present situation has happened due to failures of the different projects issued before. The reasons for the failure in projects are the objectives which are improperly defined, the scope which is much unfamiliar, the communication between the employees and the managers were ineffective and poor management skills. However the top 10 reasons due to which projects fail are  –

• The project managers who are appointed are either inadequately trained or are inexperienced.
• Sometimes the managers fails to set and manage expectations.
• Poor leadership qualities at any level or at all levels.
• Sometimes failures are made to identify proportionately, make documentation and track different information.
• The plans that are made are poor and the planning processes are also not proper to execute.
• Failure may occur due to inappropriate estimation of the efforts.
• Misalignment is the cultures and ethics of the organization.
• Failure may occur due to the misalignment between the project teams and the business or also the other organization that it serves.
• Inadequate or misusing of methods.
• The communication which is inadequate, which includes the tracking of the progress and also the reporting ( Cameron, & Green, 2015).  

There is a huge gap between the current realities and the outcomes that are expected. The incidences that are occurring presently is mainly due to the mismanagement of the projects that were set previously. The outcomes that are expected are quite substantial with the current reality. In order to get the expected outcomes, the managers of the projects have to be very cautious. The communication between the workers and the managers and the communication among the workers should have to be proper, otherwise miscommunications may lead to misunderstandings. The leadership qualities at any level should be such that they can maintain the workers at any situation. The plans that are made are poor for processing. In order to make the projects successful, proper planning should be done that can be executed.

There are different small and large changes that come from projects. Some changes have chances of getting ignored. The organization sometimes exercises little or no control ( e.g – legislation, social or upheavals in the political ground) on the changes that can be done by the events that are external to the organizations like by the environment. The management make changes that must be planned in a systemic fashion so as to effectively implement better ways in the organization. The internal changes lie within the organization and are controlled by the organization. These are large changes like restructuring ( Benn, Edwards, & Williams,2014). 

The changes in the norm includes – At first comes beginning of a new project, next dreaming about the project. Then launching of the ventures, next comes getting organized, then comes making the project, the next level is becoming an organization, then closing the organization and finally dying.

In order to prevent the project failures, the changes that are proposed are  the changes in project management, changes in managements and also he changes in the communication process. The good practices are –

Change management roles – The roles may include more than one person. The change of roles may overlap, the mapping of the roles help in clarifying the relationships ( Hoover & Harder, 2015).

Description and details of the proposed changes

Sustaining sponsor roles – It’s role is to make the communications about the changes in priorities and also the allocations of the resources. Establishing the commitment and in educating the change agents. Using of approaches which are synergistic in order to implement and order the changes effectively. The providence of the appropriate resources like the logical resources, financial resources and political resources that are required to carry out the project.  The level of resistance and support should be assessed and planned for those affected by the changes. Using of effective management skills in the change process.

Change in agent role – Clarification about the roles and responsibilities among the key players. Own skills and abilities should be used as an agent in the going process. Assessment of the changed project and later on implementation of the project should be done and later on developing the skills. Implementation of the own rule should be done. Providence of all the necessary supports and resources should be made. Resistance should be identified and managed.

Change in advocate rule – Proper defining about what we want to change and criterias should be created for measuring the success. Key stakeholders must be identified to accommodate the changes. Each and everyone’s roles should be identified. Others who can indentify the change need to be identified also and educated ( Hornstein, 2015).

The other assessing changes – There are many projects which needs the requirements of the people to change the work habits. Many projects need customers for changing the way they are doing things. Most of the successful changes in projects pay attentions in the management of the people’s side of changes. The effectiveness of the project manager in engaging the stake holders is one of the main reason for success in the projects (Lockett et al, 2014).

The barriers for the changes in organizational projects are –

• Fear of unknown or unfamiliar – sometimes it may happen that that the changes that are made are quit unknown or unfamiliar to the members of the organizations. If this may happen then they will not be able to work properly. So they will show unnatural behaviors.
• Ineffective leadership- The leader must be good enough and must possess all the leadership qualities. If the leader is not proper the workers will not be able to do any thing.
• Broken communication- The communication among the workers and also between the leader and the workers must be proper. Miscommunication results in the failure of a project and specially when a new project is going to launch. The leaders or the managers must be friendly with the workers for carrying out effective projects (Otoo, Agapitova, & Behrens, 2015). 

Obviously when changes are made in organization and new projects are created, it will have positive effects. The changes are done in order to make the organization run more efficiently but it have many negative impacts on the employees. In the case of this organization also the employees are effected. The mental stress of the employees are increased due to changes being made. Some organizations require restructuring resulting of the sweeping of the changes of life for a number of employees. Many employees lose their loyalty as many companies look to the salaries and benefits in the first place. When a new project is announced, the employees are divided into different groups. Those group which spend much time in work succeed in life while those who are not(Parry et al, 2014).

Conclusion

Organizations need new projects from time to time in order to make better the organizational procedures. In the stated organization JG &G Consulting services Inc, different changes in the managements were done by undertaking new projects for making the organization run more accurately. The procedures which were undertaken for making the changes are already mentioned above. Every organizations should follow all those procedures. The involvements of new projects have some impacts also. 

Reference list

Adler, P. S. (2017). Tom Cummings: A Passion for People and Learning. The Palgrave Handbook of Organizational Change Thinkers, 1-10.

Adriaenssen, D. J., & Johannessen, J. A. (2016). Prospect theory as an explanation for resistance to organizational change: some management implications.

Alvesson, M., & Sveningsson, S. (2015). Changing organizational culture: Cultural change work in progress. Routledge.

Anderson, D. L. (2016). Organization development: The process of leading organizational change. Sage Publications.

Benn, S., Edwards, M., & Williams, T. (2014). Organizational change for corporate sustainability. Routledge.

Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.

Hoover, E., & Harder, M. K. (2015). What lies beneath the surface? The hidden complexities of organizational change for sustainability in higher education. Journal of Cleaner Production, 106, 175-188.

Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity. International Journal of Project Management, 33(2), 291-298.

Lockett, A., Currie, G., Finn, R., Martin, G., & Waring, J. (2014). The influence of social position on sensemaking about organizational change. Academy of Management Journal, 57(4), 1102-1129.

Otoo, S., Agapitova, N., & Behrens, J. (2015). A strategic and results-oriented approach to learning for capacity development.

Parry, W., Kirsch, C., Carey, P., & Shaw, D. (2014). Empirical development of a model of performance drivers in organizational change projects. Journal of Change Management, 14(1), 99-125.

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