...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...
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...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...
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...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...
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...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...
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...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...
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...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...
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...Managing Change Initiatives: Fantasy or Reality? The Case of Public Sector Organisations Ebrahim Soltani University of Kent Business School, Canterbury, UK Pei-chun Lai University of Strathclyde Business School, Glasgow, UK Abstract It is becoming a commonplace statement that change initiative programmes are key tools to organisational long-term success. To this end, the last two decades have witnessed a surge of interest in the take-up of various change initiative programmes. Organisational change initiatives, we are told by many commentators, can maximise shareholder value (i.e. economic value theory) and develop organisational capabilities (i.e. organisational capability theory). Specifically, in recent years, as companies have been confronted by the conditions of heightened competition, globalisation, advancements in communications and information technologies, economic recession and simultaneously search for excellence, so the desire to take up change initiatives has interested the majority of leading organisations. At the same time, however, the analysis of the prospects for the majority of change management tools reveals so many deep-seated barriers to change with the consequence of little success in practice. This paper explores this apparent contradiction, arguing that, despite a heightened interest in the take-up of change initiatives, very few change programmes produce an improvement in bottom-line, exceed the company’s cost of capital, or even improve service...
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... Company Background…………………………………………………………………… Organizational change………………………………………………………………….. PESTLE analysis,…………………………………………………………………………….. Drivers for Change………………………………………………………………………….. Objectives…………………………………………………………………………………….. Organizational change………………………………………………………………….. Types of Organizational change…………………………………………………… Change Process…………………………………………………………………………….. Types of change …………………………………………………………………………. Planning the change process………………………………………………………….. Planning Change Models …………………………………………………………………. Change at Ranbaxy………………………………………………………………………….. Models for change…………………………………………………………………………… Guidelines for successful change management……………………………………. Human factors involved in the proposed change………………………………. Reasons for resistance to change:……………………………………………………… Process of implementing the change…………………………………………………. Change Management…………………………………………………………………………. Evaluation……………………………………………………………………………………… Conclusion…………………………………………………………………………………………. PURPOSE: This report try to explain the organizational change implemented by the company named Ranbaxy and how effectively they managed the change and how they met with success in achieving their objectives. For the purpose of this report, the cultural change Ranbaxy implemented and post merger integration of the R&D department...
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...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...
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...organizational change which has occurred within the last 5 years. Identify the main internal and external drivers which made the change necessary, and discuss the issues they raised for the organisation i. ii. I am writing about an organisation called Charity InvestmentLimited. This organisation was established in 2003 in Lagos state Nigeria. It has staff strength of 350 employees having a hierarchical structure (Madus financial statement 2007). Charity Investmentwas set up for the packaging and selling of portable drinking water called “Lila”. The water is packaged in a 35cl and 1 Litre plastic bottles. It has various distribution outlets within the country but production is only done in one location. The sale of the bottle water (Lila) has been a tremendous success for this organisation. Charity Investmentbelongs to the food and beverage industry and has about 23% of the market share within that industry. However, in 2008, the company decided to venture into another line of business, which is the sale of juice in a 35cl tetra pack. This sale of juice will involve the supply of raw materials, extraction of the juice content, production, distribution, sales and marketing of the juice. This decision also necessitated the setting up of a new division within the organisation called “Enterprise Solution” to cater for the accounting, reporting, manufacturing, processing and sales of the Juice. The juice is labelled “Fruta”. As a result, the major change that has occurred...
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...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...
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...Improving a Change Reina Stewart HR587 Managing Organizational Change December 12, 2011 Executive Summary The name of the organization is Auto Club Group (AAA Michigan). ACG is an insurance company that has members in six states, MI, WI, IL, MN/IA. The members have insurance with AAA for auto, home, and/or life. The company also offers travel, membership and roadside assistance. The company has three call centers, Dearborn, MI; Grand Rapids, MI; and Omaha, NE. The call centers handle all the calls from members. Two of the call centers are twenty-four hours. My department is the Command Center, we monitor all three call center. My position is a Real-Time Coordinator. We have eleven RTC’s, seven at the headquarters in Dearborn, two in Omaha, and two in Grand Rapids. As a RTC, we monitor the agents on the phone to make sure the calls are getting answered. We are supposed to balance the service levels between all departments. The emergency roadside assistance is the department that is closely monitored. The department is also responsible for putting new employees in the systems and taking out the terminated employees. We are responsible for maintaining and updating employee schedules. The current software that was installed was IEX. The company learned at a conference there was a new version that would improve our daily routine. The company brought the new version, EWorkforce Management in hope of improving the system. The new system would improve real-time adherence, entering...
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...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...
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...Managing Change in the Workplace ABSTRACT Change is uncomfortable for many people. It is important, when managing change to take into consideration many different things. As an executive director of a non-for-profit, there may be many different responsibilities that you must take on and/or manage other staff in doing that some other agencies do know recognize or have to deal with. It is important to communicate with staff and other involved of the management style and changes that you plan on implementing. In addition, it is important to have understandings that change in inevitable at some point and it could be your executive director themselves. INTRODUCTION For most people, any type of change is uncomfortable. Therefore, when managing change in the workplace, it is vital to help people see that whatever they've been doing in the past can no longer take place-that neither they, nor the business, will be pertinent without change. Managing change in the workplace is a constant for all leaders. In order to stay significant as a business you must regularly redefine your way of operating, your product and/or service offerings and the impact you have on your customers and expansive community. According to Homes (2013), as you are leading change, big or small, see to it that these four elements are done: build a sense of urgency, create a clear tomorrow, get people involved at the right level and have clear actions and expectations...
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...Change in organizations faces inertia and managements have challenges to ensure that transitions are smooth but more importantly do not alienate the workforce. British Airways example in the case highlights how management’s objectives and tunnel vision of profitability and cost savings distorted their perceptions of the company and actually ended up costing the airway substantially. Mento Et al. (2002) present a framework under which change should be implemented in organizations. A very core part of the framework is evaluating and selecting the environment for change. BA’s huge mistake was trying to roll out the cards in the busiest time of the year. Tensions and workloads run high during summer time at BA an in trying to get the smart cards done at that time they overplayed their hand and came out looking selfish. Plans have to be developed for conducting change and implemented in phases. BA employed short sightedness in their strategy in not being able to convey to the employees the use, need, and advantages of the swipe card, they failed to get representatives of employees on board, and in trying to push through the changes in a short five weeks appeared as if they were strong arming BA employees. Werkman (2010) in his findings found that non-cooperation in an organisation was due to fragmentation and one of the major reasons for that was employees viewing management as on financial output oriented. Jick (1991) argued that change is impossible if the recipients of change...
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