Discuss about the Annotated Bibliography for Change Management.
Belias, D., & Koustelios, A. (2014). The impact of leadership and change management strategy on organizational culture. European Scientific Journal, ESJ, 10(7).
In this article, authors discussed the role of leaders towards any change within the organization. Authors argued that change should always be practiced in a top down approach. It is important that leaders of the organization should take charge and full responsibility of the change. In an organizational setting, the employees would see the organization from the eyes of their managers and leaders. It means that any organization is as good for employees as their managers and leaders. Therefore, it is important that leaders must fully support the change within the organization. This article is an interesting read as authors clearly demonstrated the role of leaders and managers for any organizational change. In the article, authors also provides example of various companies that were able to implement change successfully because of dedicated involvement of their leaders. Authors discussed the case study of Apple Inc. and highlighted that Steve Jobs has played an instrumental role to bring the strategic changes in the organization. It is important that leaders must interact with employees at different levels to take them into confidence while implementing any change. The trust and support of employees helps leaders to implement change in a swift manner.
Cummings, S., Bridgman, T., & Brown, K. G. (2016). Unfreezing change as three steps: Rethinking Kurt Lewin’s legacy for change management. human relations, 69(1), 33-60.
In this article, authors discussed the change management model of Kurt Lewin. Authors argued that Lewin’s change management model is so simple in nature. Still, it is used widely. The simplicity of this change management model actually adds to the applicability of the model. The organization of different sizes and organizations across different industry can use the Lewin’s change management model. In this article, authors highlighted that unfreeze can be the most important stage of Lewin model and it is important that organizations should spend maximum time in the unfreeze stage. The unfreeze stage is not only about changing the existing system and procedures. It is also about changing existing people beliefs and attitude. The people in the organization would be able to support the change only when they understand the real meaning of new values. Therefore, it is pretty much important for them to change their existing values and beliefs. Authors used extensive literature review to complete the research and the references to various sources from the literature adds to the strength of this article. This article would definitely be useful for organizations that want to have effective change management with Lewin’s change management model,
Hasan, M. M., Hossain, M., & Habib, A. (2015). Corporate life cycle and cost of equity capital. Journal of Contemporary Accounting & Economics, 11(1), 46-60.
In this article, authors discusses the concept of change management in the corporate lifecycle. Authors discussed various stages of lifecycle like inception, growth stage, maturity and decline. It is important that organizations should be willing for change across each of this corporate lifecycle stages. It is important for organizations to assess the opportunities that comes with the growth phase and then take the calculated risk to grab those opportunities. Any organization would be able make growth stage advantageous only when it has a strategic direction in place and this strategic plan would definitely demand a change in the organization. Authors highlighted that growth stage could be a good platform for organizations as growth stage sets the base for a lot of opportunity. The growth stage is actually a phase that could help the organizations to streamline their strategic approach and direction. This article is unique in itself as authors actually used the cost benefit analysis of change management to analyse the benefits of change across different corporate lifecycle changes of organizations. It is important that organizations should develop a business case for change and then take the decision. The approach of cost benefit analysis also helps the organization to convince others who wants to resist the change.
Hajri, I., Göknil, A., & Briand, L. (2017). A change management approach in product lines for use case-driven development and testing. In 23rd International Working Conference on Requirements Engineering: Foundation for software Quality (REFSQ 2017).
In this article, authors discussed the change management for organizations in manufacturing industry. Authors argued that workers in the manufacturing sector would usually follow the established rules, protocols and procedures and it is very difficult for organization and leaders to bring any change. The people or employees are not flexible to change and therefore, the resistance to change is high. This article is an interesting read as authors also provided the solutions to address the change management problem in manufacturing industry. Authors argued the communication is the key for organizations and leaders to manage the change in the organizations that are slow to change. It is important that organizations should establish two way communication channels to reach out to employees. It is also important that leaders and managers should collect feedback from employees on regular basis. At any point of time, the employees should not feel secluded from the change management process.
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.
Hasan, Hossain & Habib (2015) discussed the change management for organizations in the growth stage. This article is an interesting read as authors used various examples and cases to support their case. Authors referred to the change in health care industry. It is correctly stated that Health care is constantly adapting to change. People who enter health care careers soon discover that change has become dramatic and continually more rapid. Health care leaders must continually monitor new regulations, the impact of technology and social and ethical factors. Authors argued that healthcare industry is a very dynamic industry and this industry has seen various changes. Every decade a fundamental and radical change is observed in the health care delivery system. Being in the growth phase is actually advantage for our organization as growth stage opens the door for us to try new things and bring further improvement and optimization in the current system of health care delivery. Authors mentioned that, with the transformation of Electronic Health Record systems and with the penetration of Information Systems in the health care industry, the organization can take the strategic decision to change the existing processes and align with the new Electronic Health Record systems. This is probably an opportunity and with this change, organization can emerge as an early adopter of this opportunity.
Lines, B. C., Sullivan, K. T., Smithwick, J. B., & Mischung, J. (2015). Overcoming resistance to change in engineering and construction: Change management factors for owner organizations. International Journal of Project Management, 33(5), 1170-1179.
In this article, authors discussed the ways to overcome the barriers of change in engineering and construction industry. Authors highlighted that leaders and their policies are instrumental to bring effective change in the organization. The perception of employees could be the key resistance to change. Therefore, it is important that employees must seek to find out the reasons for which employees do not want to change. The bottom line is that the leaders and managers should generate a feeling of self-belongingness among employees. It can happen only when leaders and managers truly understand the pain point of employees. It is important that change management should be taken as a structured and systematic approach. With the change management, the managers and leaders should look for the final output that they can achieve. There is a possibility that the process of change management would be cumbersome. However, the end objectives should be able to satisfy the cumbersome process. To overcome the resistance to change, organizations can also have a system of rewards for employees. With the system of rewards, employees should be motivated to participate in the change.
Matos Marques Simoes, P., & Esposito, M. (2014). Improving change management: How communication nature influences resistance to change. Journal of Management Development, 33(4), 324-341.
In this article, authors discusses the ways to improve change management within the organization. Within any organization, there would always be some employees and stakeholders that would resist change. Therefore, it is important that organizations should develop the strategy by considering both internal and external stakeholders. Author mentioned that any improvement in the change management process does not occur in a day or two. In fact, the improvement in the change management process is a continuous activity for leaders and managers. Authors argued that communication is the key to improve the change within any organization or department. As a part of effective communication platform, leaders and managers should always be available for employees. Authors also suggested that leaders and managers should collect both formal and informal feedback from employees. The feedback from employees would help the organization to bring further changes in the environment and culture. It is also important that communication should be motivating in nature. It means that any dialogue from leaders and managers should actually increase the motivate level of employees.
Moutousi, O., & May, D. (2018). How Change-related Unethical Leadership Triggers Follower Resistance to Change: A Theoretical Account and Conceptual Model. Journal of Change Management, 18(2), 142-161.
In this article, authors discussed the role and nature of leadership for change management within organizations. Authors argued that change is usually effective in nature when organizations have strong leadership at top. However, change management could be difficult when leaders are not ethical. Authors presented that employees would usually trust the ethical leaders. However, employees do not have believe in unethical leaders and likewise when any unethical leader ask for change, employees have a natural tendency of resistance. This article has a lot of value for organizations in the corporate world that wants to drive change in an effective manner. The key learning from this article is that organizations should always value the strong and ethical leaders at top. In this article, authors also provided a conceptual model of change management that organizations should use. This conceptual model basically shows that leaders are at the centre of any change that occur in the organization and any change revolves around the style of leadership that leader demonstrates. Therefore, it is important that leaders should show strong leadership attributes based on the ethical practices and guidelines. At the same time, it is important that leaders should also include the stakeholders for open dialogue.
Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity.
Videikien?, S., & Simanskien?, L. (2015). Barriers of change management in organizations: theoretical and practical aspects. Management of Organizations: Systematic Research, (70), 107-120.
In this article, authors discussed the key barriers to change. Authors argued that there can be various barriers of change and it is important that organizations should have a deep understanding of these barriers. The barriers to change could be both internal and external in nature. The most important internal barriers to change will be employee motivation. Therefore, it is important that organizations should make effort to improve employee motivation. The external barriers to change would be political or social factors. Across the change management process, organizations may not have a direct control over the external factors. However, organization can certainly control the internal factors. It is important that leaders should devise strategy that minimizes the resistance to change among employees. In turn, the resistance to change would be minimal when employees are motivated. Therefore, the key to effective change management is to motivate employees. Still, it may not be possible for organization to overcome all the barriers of change. However, organizations can certainly limit the resistance and internal barriers with its strategy towards motivation of employees. This can happen when the change starts from employees and change is not forced on employees.
Worley, C. G., & Mohrman, S. A. (2014). Is change management obsolete?. Organizational Dynamics, 43(3), 214-224.
In this article, authors discussed the current state of change management for organizations. Today, organizations have to work in a fast-paced environment. There is always a possibility that organizations would not have time to follow the traditional cycle of change management. In this article, authors discussed the change in the change management process. Today, change is an integral part of organizations development and it is not possible for any organization to sustain without change. Therefore, it is important that change management should not be considered as an external process for the organizations. In fact, organizations should have a flexible culture in place so that it can embrace change quickly. Authors concluded that change management is not obsolete in nature. However, there has been a change in the change management process. Today, the change management is more open and flexible in nature. The contemporary process of change management may not be a top-down approach. In fact, change can also arise from the employees at the below-most level. The key thing is the pace of change. The high pace of the change can actually improve the efficiency of overall organization and bring the tangible benefits for organizations in long term.
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