...and Management Organisational Behaviour - Managing Organisational Change In: Business and Management Organisational Behaviour - Managing Organisational Change ORGANISATIONAL BEHAVIOUR - Managing Organisational Change Essay Topic: One set of authors state that “An organisation’s ability to manage change will have a significant effect on its performance and prosperity” (Graetz. F., et al, 2006, p2 in Grates F. et al, 2006, Managing Organisational Change, John Wiley & Sons, Australia), whereas another author claims that few corporate change efforts have ever been successful (Kotter, J.P., 2005, ‘Why Transformational Change Efforts Fail’, Harvard Business Review, March-April 1995, pp 59-67). Discuss these two statements and build an argument that explains this apparent contradiction with regard to relevant organizational behavioural theory. In my opinion, the statements presented above do not contradict one another, in fact the two statements presented support the need for successful organizational change and the need for concerted effort in implementing the change. In almost every case, the basic goal has been has been the same: to make fundamental changes in how business is conducted in order to help cope with a new, more challenging market environment. Change is an organizational need, at one time or other and management needs rigorous support in achieving positive change outcomes. I want to look in detail the change...
Words: 508 - Pages: 3
...2007 1 Managing Change A Public Sector Perspective John Lamont MANAGING CHANGE RESTRAINING FORCES ↓ ↓ ↓ E Q U I L I B R I U M ↑ ↑ ↑ DRIVING FORCES MANAGING CHANGE The Rational Approach l Identifying the objectives l Scoping and specification of time, cost and quality l Work breakdown structure l Heavy emphasis on scheduling and critical paths l Lots of performance and progress reporting The Political Approach l Based on trying to identify stakeholders, winners and losers l Attempts to buy off or cut losers loose l Particular focus on where the balance of power might lie and lots of jockeying for position l Alliances and coalitions become critical The Emotional Approach l Based on trying to provide reassurance and support l Allowing people time to come to terms with change l Little attempt to ‘persuade’ people of the change – focus, instead, is on giving them the information and involvement they need to ‘buy in’ themselves MANAGING CHANGE Key Questions About Stakeholders l Who is going to be affected by this change? l How big a change will this be for them? l What’s in it for them (benefits/losses)? l How committed are they now to this change (in your Attempts to buy off or cut losers loose l Particular focus on where the balance of power might lie and lots of jockeying for position l Alliances and coalitions become critical The Emotional Approach l Based on trying to provide reassurance and support l Allowing people time...
Words: 1225 - Pages: 5
...Managing Change in the NHS Organisational Change A REVIEW FOR HEALTH CARE MANAGERS, PROFESSIONALS AND RESEARCHERS Valerie Iles and Kim Sutherland Managing Change in the NHS Organisational Change A REVIEW FOR HEALTH CARE MANAGERS, PROFESSIONALS AND RESEARCHERS Valerie Iles and Kim Sutherland Contents Purpose and Acknowledgements Foreword 5 7 8 Introduction Part 1 The literature on change management Part 2 Tools, models and approaches: a selective review 1.1 1.2 1.3 1.4 Where does the literature come from? What kind of evidence does it provide? What is meant by ‘change’? Organisational change in the NHS 12 13 14 18 2.1 How to access the models 2.2 How can we understand complexity, interdependence and fragmentation? Weisbord’s Six-Box Organisational Model 7S Model PESTELI Five Whys Content, Context and Process Model Soft Systems Methodology Process modelling Process flow Influence diagram Theory of Constraints (TOC) 22 25 25 27 29 30 32 34 36 37 38 39 40 40 42 43 45 46 47 48 48 50 54 54 55 56 56 58 2.3 Why do we need to change? SWOT analysis 2.4 Who and what can change? Force field analysis ‘Sources and potency of forces’ ‘Readiness and capability’ Commitment, enrolment and compliance Organisation-level change interventions Total Quality Management (TQM) Business Process Reengineering (BPR) Group-level change interventions Parallel learning structures Self-managed teams Individual-level change interventions Innovation research...
Words: 33529 - Pages: 135
...six different images of managing change. These images of change represent the various ways managers view the most effective strategy to bring about change. Each one represents a mindset that is unique to a manager as they try to summarize the key components of change. This paper should focus on evidence that demonstrates how the management of the organization integrated one or more of the Six Images of managing change. Then, what management could have done differently to increase the probability of a more successful change? 1. Introduction a. Briefly explain the change management initiative. b. Briefly explain the importance of the Images concepts and application to the change management initiative 2. Application Analysis a. Provide a history of information from your organization or case study that supports the change management initiative. Provide a review of the change management process related to your chosen topic. b. After providing this review of the change, based on how the change was managed, how would you assess the people/person who managed this change? What Image would you use to describe the change manager(s) style and why? 3. Lessons Learned a. Briefly explain what you have learned by applying the concept to the strategic change initiative. b. Based on what you learned, explain in some detail how a practicing manager could use this knowledge to better manage change. c. Identify any mistakes that were made in using the change concept and how you would...
Words: 252 - Pages: 2
...NATIONAL UNIVERSITY OF IRELAND, DUBLIN Bachelor of Science (Singapore) MANAGING CHANGE (BMGT2001S) STUDY GUIDE BSc43 PT / Singapore Copyright August 2013 1 Author: Dr. Brona Russell (2013) This manual was prepared for University College Dublin as a comprehensive support for students completing the above mentioned Degree programme. © This publication may not be reproduced, in whole or in part without permission in from University College Dublin. Module Co-ordinators: Dr. Brona Russell Contact details Email: Brona.russell@ucd.ie 2 TABLE OF CONTENTS PAGE Welcome message 1. INTRODUCTION a. Background details b. Module aims 2. MODULE OUTLINE a. Module learning outcomes b. Themes and topics c. Learning supports 3. MODULE DELIVERY SCHEDULE a. Session arrangements b. Student engagement c. Office hours arrangements 4. ASSESSMENT DETAILS a. Assignments b. Module assessment components i. Assignment 1 ii. Assignment 2 Group project iii. Examination 5. GRADING a. University grading policy b. Grade descriptors for assessment components 6. CONCLUDING COMMENTS APPENDICES 4 5 6 8 11 15 21 22 3 Welcome message As the lecturer for the Managing Change module, I wish to welcome you to the module. Studying change management is important because factors such as the availability of credit, technological advances, increasing competitive pressures, changes in the boundaries of organizations, the development of new organizational forms...
Words: 5777 - Pages: 24
...Managing Change Thomas Varneke Bethel University Abstract Managing Change It’s a beautiful Monday morning; a man awakes in the midst of the economy crumbling beneath his feet. A job he has had for nearly ten years has come to an end because his corporation told him they were making budget cuts and he had to go. Now he sits upon his porch in his pajamas looking out into the world that at one point he didn’t fear. He sips on his coffee, enjoying the only thing for him right now that calms him. Pondering how he will be able to come back from this shattering of dreams. He has a wife and kids to provide for, a stack of bills he has no idea how to pay. He stuck by his company through thick and thin and he was tossed out into the cold brutal world. He is scared how a low education person will make it in a world that has changed without him noticing cause in his eyes; he thought he was secure in his place in the world. How is he going to come back from this; how is he going to manage change? In the 1970s, to be successful you just needed a high school diploma, and then skip twenty or thirty years later people needed a bachelor’s degree. And finally jumping to the present to where none of these things matter and now a master’s degree is what people need to reach for. In my opinion, it’s a game like putting a dollar on the string. A person gets ever so close to grabbing the dollar to have it yanked farther away from their grasp. Never allowing the person to achieve true greatness;...
Words: 550 - Pages: 3
...This case study of Kodak has face several challenges in order to compete with other photographic film businesses. Besides, the tremendous growth in technology has intimidate the company's core business, producing photographic products. In this case study, Kodak has gone through a transition stage in the late 80s to 90s. The motive behind of this transition was due to the prologue of new technology where during those years, people are more likely to use digital photography instead of the old traditional photography films. Kodak were well-known in developing photographic products and the company has developed most of the components of digital photography, nevertheless the effort has lead to a severe impact on the company business. Question 1 What is your analysis of what has gone wrong so far? In the recent years, Kodak has undertaken a transformation from being the traditional film business to a new digital photography business but the effort was not acceptable which lead to sales decline in the United States ("TECHNOLOGY; Advice to Help Kodak" 2004). It is said that, by recruiting in two CEOs from different industries was not a good idea for Kodak (Rise and Fall 2014). Kodak thought that, the CEOs from a dissimilar industry would present in new ideas which might help Kodak to maintain its position in the industry and also to make profits (Rise and Fall 2014). Based on the case study, Kodak had borrowed some amount of money just to finance the purchase of Sterling Drug, Inc...
Words: 2997 - Pages: 12
...QUESTION 1: Write a brief account of how different elements of the temporal and PEST environments interact to influence the situation described in the case. Change in organizations is a form of strategy in the business environment. In a global business environment today, the change in the organization is very important for businesses, as it will determine the competitiveness of the business with other competitors. To survive and develop a long way in the market, organizations need to have a change in their business environment in the best way. Conversely, the enterprises will face to losing business capabilities and their foothold in the market and it can be cause leading to bankruptcy. Nokia Corporation's case is a typical example. In this case, Nokia is facing to big challenges from their new competitors in the markets as well as in technology advance and the changing in their customers’ habits. Because of those changing, the Nokia Corporation is losing their foothold in the mobile market in the world as well as in home country (Finland). Moreover, there are still many factors that affect this group, not only internal elements but also external elements. Those factors required the organization changes. To aware more, we will base on the PEST environments, this tool is used to evaluate the environments value, it relies on Political, social, economic, technology environment. To understand how they influence to the Nokia Corporation, in this essay we will do an analysis on the...
Words: 1598 - Pages: 7
...Managing Change 1 Management of change issues The motivation to change Change can be a gradual evolution or a sudden transformation. The factors of change from the external environment include: Regulatory changes that organisations must comply with. Sudden economic shocks leading to transformational change. Social changes. Technological developments. The internal forces that can bring about change include the following: There is a continuous reaction to historical changes. innovation - the company may develop a new product or a new manufacturing process. individual executives’ ambition. the pursuit of growth. Attitudes to change The role of management is to anticipate the need for change, create an atmosphere of acceptance of change and manage the stages of introduction and implementation. Negative attitudes towards change can be due to the following: Lack of understanding of the need for change. Uncertainty of the effect that the change will have on their lives. Self interest - people may resist change because it could take away something they value. The management of change The organisation can create an atmosphere in which employees are willing to consider change by: setting simple and clear goals for what the change should achieve. creating an agenda for change (ie, state clearly what is going to be changed and when). creating a supportive organisational structure (ie, set up help desks to deal with concerns). selecting...
Words: 1117 - Pages: 5
...Managing Change Citigroup MGT/426 Managing Change Citigroup Cycle of change refers to the process in which a certain organization is undergoing enormous change or implementation so that it can adjust its current way of managing a business. These changes can be due to the following: changes in technology, changes inside the structure of the business, or innovative factors that are present in the business area. There are four cycle of change, this includes the entrepreneurial stage, collectivity stage, formalization stage, and elaboration stage. The cycle of change which is about to implement by the Citigroup gave way to more opportunities, and team cooperation among the employees. Sustaining Phase of the Cycle of Change Leaders who are involved in change particularly in Citi have the responsibility to prepare, execute and maintain the changes that are happening in the workplace. All of these components require careful analysis, effective communication and constant monitoring. Conversely, if Citi wanted that these improvements be remained for a long term occurrence, the sustaining phase should be more prepared and well-executed to accommodate Citi’s long term aspirations. After these processes has been implemented, comprehended and taken courses of action, a need to maintain these changes must take place. The success of the implementation must therefore be constantly monitored and assessed so that the management can carefully...
Words: 1225 - Pages: 5
...Course Diploma in Management Studies Module Managing Change in Organisations Cohort G6 Name Gloria Mutekwa Lecturer Mr. G Mangwiza Mr. S Makeba Word Count 3469 Due Date 18 August 2014 OPEN LEARNING CENTRE AFFIRMATION OF OWN WORK This submission on Managing Change in Organisations is the result of my own work. Primary and secondary sources of information and any contributions to the work by third parties, other than our tutors, have been fully and properly attributed. Should this statement prove to be untrue, I recognise the right and duty of the Board of Examiners to take appropriate action in line with the University of Gloucestershire’s regulations on assessment. Signed Date 18 August 2014 Gloria Mutekwa Assignment Brief You are required to produce a report which applies selected concepts and frameworks from the module content to analyse and critically evaluate a current major change within your own organisation. On the basis of this analysis, provide recommendations which are feasible and justified, and which will improve the current effectiveness of change management in your organisation. You are required to produce a report which applies selected concepts and frameworks from the module content to analyse and critically evaluate a current major change within your own organisation. On the basis of this analysis, provide recommendations...
Words: 5433 - Pages: 22
...success must change his conduct with the times." When organizations encounter difficulties, mergers and organizational change is often what is used to solve the problems of the organization. Within recent years we have seen many technological developments that are really path breaking and changed our lifestyles in more than one way. With these types new inventions being made every day all organizations have to keep up with the times. Changes are occurring more often at a much faster pace today than they were 15 years ago. The reason that we are experiencing change in every sector today is, because of the increase of globalization and technological changes that are taken place. Since these types of increases have been made in recent years organizations are trying to work on the change pace. The most prevent change being made is organizations across an array of different industries are confronting fundamental change. “Managing Change” refers to the making of changes in a planned a managed or systematic fashion. The aim is to be more effectively implement new methods and systems in an ongoing organization. The changes that will be made when the change is implemented are controlled by the organization. The task of managing change includes managing its impact on people. Change is important in order to keep an organization up with the times and in a competitive market. Change management has become one of the major components which help in managing the work strategy...
Words: 3345 - Pages: 14
...Managing Change in Organizations Assignment MANAGING CHANGE IN ORGANIZATIONS Case Study of Procter and Gamble (P&G) Introduction The world of business is facing different changes in the environment which create opportunities and threats. As a result, businesses make changes in different processes that are related to work place more abruptly and often compare before. This is because these changes can influence the speed and quality of the performance of companies including:acquisitions, merging, innovation, restructuring and downsizing which can result to the growth of climate of uncertainty (FEAP n.d.). Currently, the business world is facing different changes that are related to technology, regulation and competition and economic condition which affect theperceptions and behavior of the customers and other stakeholders of the company. Due to this, change is considered as inevitable in the world of business, because change constitute growth and development. According to Peter Drucker, any change in any organizational culture and management is considered as normal and healthy (cited in Dulebohn 2006, p. 37). It will be impossible for any business to grow and improve without improving any changes in order to cope with the changes happenings in the environment it’s operating. Any change to be done inside and outside the organization can help the entire organization to adjust to the current situation of the market and industry, by improving...
Words: 3299 - Pages: 14
...Class Date Managing Change Introduction Various external forces normally stimulate organizational change. These forces include substantial funding cuts, dramatic increases in services, decreased market opportunity, and firing or employment of employees. Organizations usually undertake technical, strategic, or structural shift to evolve to a different sector in their life cycle. This includes changing to a stable proactive environment from a highly reactive organization. This paper will focus on how organizations should cope with change when employees are fired, and others employed or any other major structural or procedural change is introduced in the organization. A "one-size-fits-all" approach is not effective for change management. Think about these changes: * Acquiring a company of near equal size * Getting suppliers to use a new web-based form and process * Relocating office spaces within an existing building or shifting to a new premises * Restructuring organizational chart to increase efficiency * Reorienting around processes instead of functions * Releasing a new product or adopting new HR policy These are all distinctly different changes, but each requires change management to be successful. Each impacts people and how they do their job. Each can suffer from slower adoption and lower utilization. Each has risks associated with people not becoming engaged or resisting the change. While each of the initiatives needs change management to...
Words: 3262 - Pages: 14
...Managing Change Tammy Fairgate Bus 600: Management Communications and Technology Dr. Lee Meadows April 16, 2012 Managing Change In order to thrive and remain competitive in today’s market an organization has to have the ability to change and embrace said change. A leader needs to be able to communicate with their employees on where an organization is going and taking the initiative to help it get there. Even though organizations try to implement change more fail at it then succeed. To be able to succeed in implementing change in an organization a manager needs to be able to communicate with staff, know how to project a clear vision, mistakes that can cause failure and solutions to promote success. It is hard to find a manager that is not involved in planning or implementing a change process of some kind. No matter how big or small the change may be it will cause questions and concerns, present operational challenges, and impose demands on time and resources. Sometimes efforts to make change will stagger or fail altogether because managers fail to identify and address challenges that may arise among those involved, questions that will be raised and extra resources it will generate. (Bevan, 2011). Manager’s today have a growing margin of error when trying to implement and manage change. One of the difficulties with managing change is that employees who work together are often on different continents and are many time zones away from one another. Every time a...
Words: 2249 - Pages: 9
