Challenge facing the field of change management
Discuss about the Organization Change Management for Literature Review.
Change management is the discipline of practices that primarily guides on how an organization prepares, equips and supports the individuals for adopting changes so that they can render a good outcome from the organization. With the dynamic progress of business industry the customers’ needs and demands are changing gradually. Organizations have to render innovative business strategies and policies in order to meet current trends of customers. Change management is the systematic procedure of applying changing policies and theories at the workplace based on which employees can get better scope and opportunity in performing well towards the services. Numerous eminent scholars have stated their own opinion regarding the relevance of change management within organizational services and the necessary challenges that organization has to face after implementing change management. This specific study in the second part has focused to make an effective critical evaluation about the various components of change management.
Hayes (2014) emphasized that business experts need to execute change management within the organization in order to gain competitive market threat. In order to implement change management organizations have to face immense challenges in some of the areas:
- While communicating with the organizational employees:
McFarlin and Sweeney (2014) in the article “International management: strategic opportunities & cultural challenges” has stated employees are from different geographical backgrounds and attitudes. Their psychology differs from person to person. The business experts before implementing change management at the workplace tend to communicate with the employees by clarifying the reason of implementing changes at the workplace. As the psychology differs among the employees the business experts have to face immense challenges in convincing them about the importance of change management at the workplace. As opined by Drucker (2017) on the other, large number of telecommunication industries belonging to Australia has decided to render rotation shift hour in quest of business expansion in the international market. While communicating with the employees regarding these changing strategies and policies organizations of telecommunication industries tend to show their reluctant attitude for following the rotational shift. As a result, business experts had to face challenges in maintaining a good rapport with international customers.
- While making business planning:
In order to executive the plan within organization properly the business experts have faced challenges. Petronio (2015) in the article “communication privacy management theory” opined that employees showed their dissatisfied outlook in following new business strategies and policies at the workplace. While making a collective decision regarding change procedure more than fifty percent of the employees tend to disagree in following the new strategy. In few years before retail business industries of Australia had decided to implement transformational leadership style at the workplace. As a result, the business experts can follow both participative as well as autocratic decision making.
Challenges facing at the time of change in organizational culture
Petronio (2017) opined that cultural change implies that the business experts intend to change organizational culture as per the strategy and policy. Most of the business organizations are there which intends to change organizations behavior and culture after expanding their business in different multinational countries. It has been observed that retail business organizations intend to follow agile work space for maintaining a good rapport among the employees. After expanding their entire process of business in the international market the organization had to change organizational cultural. Agile workspace is not very much suitable for providing services to the international customers. In this situation, the business experts have to render change policy within the services.
It has been observed however that employees belonging to retail sector intended to protest at the time of implement this plan. Kuipers et al. (2014) opined that autocratic form of leadership style imposes the decision of business managers on the employees. As a result, employees do not get enough scope and opportunities on sharing their own point of view at the workplace. Being unable to communicate with the business managers, employees of retail business sectors showed their dissatisfaction level in providing effective services towards the organization. As a result, operation managers had faced difficulties in implementing this change management strategy at their workplace. As opined by Hossan (2015), if the employees cannot accept the changes within organization the entire business flow becomes demolished.
Van der Voet (2014) stated that organization has to render change management within services for making business process innovative. In this kind of situation, the business experts have to play the major role in communicating with the employees properly so that they intend to follow change management procedure at the workplace. Pugh (2016) opined that employees do not wish to maintain change management procedure at the workplace due to the lack of proper communication. Business experts without communicating with the employees properly have implemented various change business strategies which created a negative impression on the mind of workers. While implementing change management the role of concerned business experts is to arrange a group discussion session with the help of which managers would clarify the reason of implementing change management at the workplace. With the help of an effective collective decision by involving the existing workers the organizational managers can take an effective decision.
Hossan (2015) in the article “applicability of Lewin’s change management theory in Australian local government” opined that in order to overcome the necessary of implementing change management at the workplace the organization can follow Lewin’s Change Management Model. This very specific model has clearly given an in-depth overview about the importance of rendering change within organizational structural policy or strategy. This very specific model is constituted with three major steps including unfreeze, change and refreeze. Booth (2015) opined that Unfreeze is the most challenges phase where the business experts have to take the decision of change and its necessity. While taking the decision the business managers tend to make an effect point of view why the change is needed and what are the risk factors after implementation of this change management. The second phase of this very specific model is change. In this very specific stage the managers make the necessary changes within organization for achieving further progress. At the time of implementation of change management the business experts have to face immense negative approaches from the employees (Hornstein 2015). In addition, on the very last phase, the business experts have to refreeze the situation. The employees have to convince properly so that they can cooperate with the business experts in the changed management process.
Specific reasons of facing organizational challenges in the field of change management
Sjostrand (2016) in the article “institutional change: theory and empirical findings” has opposed that ADKAR is more significant in overcoming challenges of change management rather than following Lewin’s Change Management Model. ADKAR model is constituted with five major steps including awareness, desire, knowledge, ability and reinforcement. Gond et al. (2016) stated that employees always create a major barrier while rendering change within organizational structure and policy due to ample of risk factors. Awareness is the first phase where the business experts have to decide why change is necessary within the business organization. Desire is the phase where business experts create a passion and desire within the employees’ mind about the necessity of change management. Knowledge is the next stage where employees get in-depth overview about the various purposes of change management. Teece (2014) opined that ability is the phase where the organization decides on how much competent the organization is for implementing change management for resisting workplace hazards. The last stage reinforcement implies on how implementation of change management reinforces organizational success.
Schein (2015) opined that organization has to implement change management in order to achieve bigger purpose. The role of organizational leaders in this very specific case is unable. Leaders by using participative form of leadership style can communicate with the employees properly why they are going to change organizational strategies and policies. In participative form of leadership style the employees get enough scope in sharing their views and thoughts regarding the business process. As a result, both the employees and the employers can share a good bond with each other which results a positive effective on overall organizational performances.
Sjostrand (2016) opined that an effective leadership, proper communication with the employees, implementation of reward and recognition policies is the most effective ways of building high performance level from the employees. It has been observed that the business experts are unable to get good performances from the employees due to the implementation of proper strategy and policy at the workplace. In this kind of situation, business leaders by implementing changing environment, flexible workflow tends to enhance employee performances.
Kuipers et al. (2014) in the article “the management of change in public organizations: A literature review” opined that in order to render effective performances within the organization the business experts have to implement new organizational strategy structure and design. In order to break the monotony of customers the organizations tends to render visual merchandise within the sales floor in order to give a proper innovation and design to grab customers’ attention. Petronio (2017) stated that the business experts intend to change their managerial hierarchy in order to control the entire business process more effectively.
Ways of overcoming challenges in the field of change management
It has been observed that the concept of change management sometimes is unable to achieve business objectives. In this kind of situation, the business experts can apply transformation change strategy. This particular strategy depends on the situation. If the situation demands the managers tend to implement change management within the business process. Mahadevan (2015) opined that if the implementation of change strategy does not work for achieving the success of organization, the managers intend to transform the entire changed policy in the previous method. Therefore, business strategies and policies are implemented as per situation demands.
While making an effective literature review the study has focused to involve the opinion of numerous eminent scholars. This very specific study has primarily evaluated different theories of organization change and its overall impact on the organizational success. Hornstein (2015) opined that change management has both positive and negative impact on the overall success of business. The author in this study has evaluated the various challenging situations that organization has to face after implementing change management at the workplace. As stated by Teece (2014), the business experts before implementing change management at the workplace tend to communicate with the employees by clarifying the reason of implementing changes at the workplace. As the psychology differs among the employees the business experts have to face immense challenges in convincing them about the importance of change management at the workplace. However, the study could have focused to evaluate positive impact of change management based on which business experts can achieve the peak of success.
Teece (2014) opined that an effective leadership, proper communication with the employees, implementation of reward and recognition policies is the most effective ways of building high performance level from the employees. The study has not critically evaluated on how effective communication is helpful in convincing employees for following a specific business strategy and policy (Petronio 2017). By implementing proper form of leadership style the organizational managers get the scope in collecting views and opinion of employees about new strategies. If the employees are not ready to follow proper strategy they can communicate with the leaders effectively. As a result, leaders get the opportunity to make the employees understand about the importance of change management. The study has analyzed that for breaking the monotony of customers the organizations tends to render visual merchandise within the sales floor in order to give a proper innovation and design to grab customers’ attention (Schein 2015).
Conclusion:
However, the study has not focused to give a detailed explanation about the importance of new organizational structure or design for achieving the success of business. The author in the literature review has not given detailed analysis on how change management has rendered immense enthusiastic attitude among the employees. Large numbers of business organizations are there which tend to follow change management strategy and achieve positive response from the employees. The study has primarily focused to highlight the negative outcomes of change management within organization.
Reference List:
Booth, S.A., 2015. Crisis management strategy: Competition and change in modern enterprises. Routledge.
Drucker, P.F., 2017. The Theory of the Business (Harvard Business Review Classics). Harvard Business Press.
Gond, J.P., Cabantous, L., Harding, N. and Learmonth, M., 2016. What do we mean by performativity in organizational and management theory? The uses and abuses of performativity. International Journal of Management Reviews, 18(4), pp.440-463.
Hayes, J., 2014. The theory and practice of change management. Palgrave Macmillan.
Hossan, C., 2015. Applicability of Lewin’s change management theory in Australian local government. International Journal of business and Management, 10(6), p.53.
Kuipers, B.S., Higgs, M., Kickert, W., Tummers, L., Grandia, J. and Van der Voet, J., 2014. The management of change in public organizations: A literature review. Public administration, 92(1), pp.1-20.
Mahadevan, B., 2015. Operations management: Theory and practice. Pearson Education India.
McFarlin, D. and Sweeney, P.D., 2014. International management: strategic opportunities & cultural challenges. Routledge.
Petronio, S., 2017. Communication privacy management theory: Understanding families. In Engaging theories in family communication (pp. 107-117). Routledge.
Sjostrand, S.E. ed., 2016. Institutional change: theory and empirical findings. Routledge.
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