The Theory of Change Management-Free-Samples- Myassignmenthelp

Question: Disucuss about the Change Management. Answer: Introduction The present business scenario is much more complex and diverse in nature compared to a decade ago. The market requirement is changing rapidly with the change in the taste and preference pattern of the customers. Thus it is one of the key aspects for the contemporary business organizations to consider the change in the market and industry and effectively adopt with it (Alvesson, Sveningsson, 2015). The more effective and accurately they can adopt with the change in the market, the more will be their maintenance of the competitive advantages. Thus, it is also important for the contemporary business organizations to effectively implement change management in their internal organization in order to design their organizational practices and cultures according to the latest market requirement (Hayes, 2014). However, there are various contradicting theories being given by number of authors regarding the change management along with their challenges and solutions. This essay will discuss ab out the various theories and literatures regarding the resistance being faced in the implementation of the change in the organization along with the initiation of the organizational culture to overcome these challenges. Critical analysis of the change in organization Majority of the authors have given the positive opinion about the change management in the organization. According to Benn, Dunphy and Griffiths (2014), change management is inevitable in the present business scenario and it helps in enhancing the business sustainability of the organizations. According to them, organizations should change their policies and strategies with the change in time. This will enable them in having their business approach according to the current market requirement. Thus, the probability of the survival of the business will get increased if the change management is being implemented effectively. However, on the other hand, few authors such as Fugate, Prussia and Kinicki (2012) have given some different opinion about the change management. According to them, the implementation of the change management in the organizations involves various complexities. Thus, determining the issues with the implementation of the change in the organization is also an important aspect to be considered. According to them, there are various issue that can be generated due to the implementation of the change management. One of the key issues is the resistance from the side of the employees in adopting the change. The new change policy that is going to be implemented in the organization may not be accepted by the employees. Thus, it will create issues in the internal management of the organization. According to Blackmore and Sachs (2012), there are various factors that should be considered and identified before the implementation of the organization change management. This is due to the reason that, there are various stakeholders being associated with the organizations such as employees, suppliers and customers. Thus, it is important to determine the various aspects such as gender, background and skills of them in order to effectively implement the change management. According to them, without proper determination of these aspects of the stakeholders in the organization, the change management cannot be effectively implemented. Various models in change management There are various models and theories that are being available to the organizations in order to effective implementation of the change management (Hechanova, Cementina-Olpoc, 2013). One of the prominent is being the Lewins model of change management. According to Cameron and green (2015), Lewin model of the organizational change is the most effective model for effective implementation of the change in the organization. According to this model, the first aspect is to unfreeze the existing organizational culture. This is due to the reason that the employees in the organizations are already accustomed with the exiting culture and it is quite probable that they will resist in implementing the new change theory. Thus, unfreeze will help to aware them about the need for the change and the benefits that can be availed from the change. It will help the employees in having the understanding about the change to be implemented. Thus, the resisting force can be overcome. The next aspect in this model is change. In this step, all the stakeholders in the organization are aware about the change to be implemented. Thus, it will be easy for the upper managerial levels to effectively implement the change in the organization. However, proper and effective communication should be initiated in the internal management in order to enhance the effectiveness of the change management. The last step in this model is refreeze. In this step, the responsibilities of the leadership are to gain the stability in the organization as before. This is due to the reason that the implementation of the change in the organization will take some time to recover and return back to the previous condition. Thus, refreezing will help the upper managerial levels in rebuilding the stability in the organization and among all the stakeholders, According to the authors, effective understanding of this model will help to overcome the issues being related with the change management. On the other hand, few authors have given the opinion that models such as McKinsey 7s model are also effective in implementing the change management in the organization. According Singh (2013), this model helps in classifying the various aspects that are required to be considered in implementing the change in the organization. According to this model, the key aspects that should be considered are the strategies being initiated by the organization regarding the change management, organizational structure to withstand the change, systems of the daily activities of the organization, values and principles being shared in the organization, the style of change management being adopted, the skill of the employees to imply the change in the organization and the capabilities of the human resource in the organization. According to this author, effective consideration of this model will help the organization in effective and proper implementation of the change in their internal management. Role of organizational culture in overcoming the resistance in change management There are various strategies and policies being initiated by the organizations in order to overcome the resisting force for the change management. According to Hon, Bloom and Crant (2014), organizational culture plays an important role in determining the effectiveness of the change management being implemented in the organization. According to him, organizations should maintain their internal culture in such a way that the employees will be flexible enough in adapting to the rapid change in the organization. The more flexible will be the organizational culture, the more will be the probability of overcoming the resistance of the employees. This is due to the reason that, if the employees are being properly trained and engaged, then there will be less chance that they will resist to the change. The authors also stated that the organizational culture should be maintained in such a way that employees will feel motivated and comfortable in the organization. This will enable to effective determining the issues with them and proper rectification can be initiated. According to the theory being stated by McKay, Kuntz and Naswall (2013), communication in the internal organization is also an important factor in determining the effectiveness of the change management in the organization. According to them, organizational culture should promote effective communication policy in the internal environment in order to create proper connectivity between the upper managerial levels and the employees. This will help in conveying the vision of the leadership roles to the employees. Employees will be clearer about the change being implemented in the organization. The issues, opinions and feedback from the employees regarding the change management can be effectively managed due to the effective communication channel. According to Appelbaum, Degbe, MacDonald and Nguyen-Quang (2015), leadership roles in the organization also plays an important role in maintaining the effectiveness of the change management. According to the authors, it is the prime responsibility of the leaders to motivate and engage the employees in the internal management. Moreover, the feedback from the employees should be initiated by them. Leadership roles play an important role in enhancing the effectiveness of the organizational culture which will further help in effective implementation of the change management. Reference Alvesson, M., Sveningsson, S. (2015).Changing organizational culture: Cultural change work in progress. Routledge. Appelbaum, S. H., Degbe, M. C., MacDonald, O., Nguyen-Quang, T. S. (2015). 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