Time to Change With Change Management


What is Change

AskOxford said change means make or become different ?; move from one to the (second). It is clear that when a person takes one position, condition or any other characteristic, a change occurs. Changes can be (a) from black formals to khakis person or (b) summer to winter weather, or (c) Restricted / controlled markets to free markets economies.

change is essentially twofold – one current and one future. So for any change of e made one should carefully analyze the two to achieve the desired result

Any change to be brought in an organization can be measured in terms of the following four things :.

1. Scale – This means if the change affects a particular employee or group of people or an entire organization. For example change in procedure reimbursement dramatic effect but any change in the procedure for issuing of books from the library organization.

2. Scope – Whether the change involves significant changes / modifications. For example more changes need to change the reporting structure of employees to changes in the recruitment process.

3. Duration – How long would a change in value? For example

4. Importance – How important is the change vis-a-vis systems and procedures thereof

So what exactly Change Management.?

The most simple way, Change Management refers to task management changes. Wikipedia defines changes to institutions -. “Structured approach to change in individuals, teams and organizations from current state to the desired future state Organizational Change Management is characterized by a shift in the behavior and attitudes of people to accept and embrace the future state.”

objective of change is to more effectively implement new methods and systems. The changes will be managed lie within and are controlled by the organization.

Principles of Change Management

1. The Human Side – Any significant change creates “people issues.” This can be a restructuring within the company or by the merger scenario. As far as possible, people should carry the amendment should be included in planning. The change-management approach should be fully and clearly communicated to all employees. What is the feedback people should also be carefully analyzed with respect to changes that should be made to the first shift so it is acceptable to people. It should be based on a realistic assessment of the agency’s history, the will and the ability to change.

2. Find leaders- the transformation programs progress from defining strategy and setting goals to design and implementation, the effect of the different levels of the organization. Change efforts must include plans define business leaders. At each level of the organization, leaders are identified and trained to be the company’s strategy, created to perform a specific task of, and motivated to make changes happen.

3. Written Vision Statement – Individuals are inherently rational and will ask to what extent they are necessary, whether the company is heading in the right direction, and if they want to commit to making changes happen personally . Written vision statement will be required to settle any doubts and transparency within the system.

4. Create ownership – significant changes ownership requirements leaders to make change happen in all the areas they influence or control. Changes can be reinforced by incentives and rewards. This can be physical (eg, financial compensation) or psychological (eg sense of common destiny).

5. Send Message – Businesses can make the mistake of believing that others understand the issues, feel the need to change, and see the new policy as clearly as they do. The best change programs should focus on clear messages to people. Communication flow in from the bottom and from the top, and are targeted to provide employees with the right information at the right time and to solicit their input and feedback.

6. Prepare for the unexpected – No change program goes completely according to plan. People react in unexpected ways. They may resist change. Manage, change requires ongoing reassessment of the effects and want the agency and the ability to adopt the next wave of transformation.

How to implement changes? – Different teachings

Any change should be implemented with a strategy / plan. Any mistake in this part of the change can lead to loss of time, cost and resources. But there is no one method that fits every business. There are a set of practices, tools and methods that can be adapted to various situations.

1. The bullying model for individual change management was developed by Proscar with input from more than 1000 organizations from 59 countries. This model describes five required building blocks for change realized successfully on individuals. Building blocks of bullying Model are:

a. Awareness – of why they are needed

b. Desire – to support and participate in change

c. Knowledge – about how to change

d. Capacity – to implement new skills and behaviors

e. Reinforcement – to sustain change

2. Unfreeze-change-freeze medicine – An early model of change developed by Kurt Lewin described change as a three-step process:

a. Unfreezing – The first stage he called “unfreezing”. It involved overcoming inertia and dismantling the existing “mindset”. Hedges to be bypassed.

b. Change – In the second stage the change occurs. This is typically a period of confusion and transition.

c. Freeze the product – the third and last stage he called “refreezing.” The new mindset is crystallizing and human comfort level is back to previous levels.

What to keep in mind when making changes?

* Whenever organization imposes new things on people there will be problems. Participation, involvement and open, early, full communication is important.

* Change must be understood and managed in a way that people can cope effectively with it. Change can be unsettling, so the manager has to be a logical settlement effect.

* Note that the people affected by the changes agreed, or at least to understand the need for change, and have the opportunity to determine how the change will be managed, and to participate in planning and implementing change. Use face-to-face interaction to handle sensitive aspects of organizational change management. Email and written notices are very weak communication and develop understanding.

* Changes should be performed by a top-to-down ie management employees. This is because people on the lower level of the hierarchy would have people at the top, for example before raising any resistance. Also, many of his doubts / problems can be solved by changing leaders when they themselves undergo changes.


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