Managing Organizational Change: Review

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Managing organizational change is a long-term process that outlines and performs the subtle variations in the corporations and different company teams in the way the employees accept them. Usually, the accomplished strategies are considered so as they will be useful for the company and will not harm the performance of the workplace motivation and idea (Brown, 2011). There are multiple pieces of advice and approaches put forward, which will be assessed for applicability in this critical analysis paper.

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To implement the change, which can help the company to develop and, more importantly, adapt to the new environment, the managers need to consider the following factors. First, there should be evident dissatisfaction with the present state of the deals, which can create a sense of necessity for differences among the subjects (Brown, 2011). Second, a ground idea that can be presented as the solution for the company’s improvement is to be proposed, aiming to look at all the employees (Pink, 2009). Notably, it is the distinct vision that contributes to the success more than anything else. Third, the change cannot take place without the first action that stimulates it. It should be noted that the variance is seldom welcomed as people are often reluctant to undergo innovation (Wedell, 2011). This factor is also an advantage as the companies can get a monopoly by using the power of change management.

It is important that the employees of the company understand a reasonable outcome of the change to accomplish it. Hyrum Grenny (2009) showed the experiment on how to influence people efficiently. He suggests using at least four sources of influence to help achieve community changes (Grenny, 2009). The conclusion put forward by Grenny can be beneficial in adopting some habits in the corporate community. The adopted policies will be effective if only there is social pressure forcing them to obey the rules (Wedell, 2009). Moreover, there should be physical resources, in the case of the video, soap with disinfectants, to get the aimed result (Grenny, 2009). Hence, to manage the change in some culture or society, one should work with the named influence factors to reach the willed outcome.

Similarly, no change can be accomplished if the subjected individuals are reluctant to accept any transformation. As was clearly demonstrated in the movie by Spencer Johnson (2010), the effective modification of the behavior could be achieved only through implementing analysis and readiness to act for change. This fact means that the representatives of the community ought to be flexible and ready for the unexpected discrepancies leading to the disruption of their plans (Achen, 2010). At the same time, it is of equal importance to understand the benefits of the change and make the most profit out of it. In such way, the examination together with adaptability brings greater success (Wedell, 2009). This conclusion is especially essential for consideration in today’s society as the pandemics have affected the ambitions and ideas of many businesses and individuals.

To assess the aforementioned flexibility of employees and, hence, the readiness for the implemented change, the managers need to consider the paradigm of the corporation society. As explained in the video by Massive Results (2013), the beliefs and principles should be questioned, as there are no limits to perfectness. Moreover, today, more movements are directed for spreading tolerance widely in society, and questioning stereotypes and sustained tenets are one of the most effective ways to become more receptive. As a result, the human resources managers of corporations can require potential employees as well as present representatives to share their perspectives on some problems (Gansky, 2011). Based on their answers, the propaganda and changes in the paradigm can be planned.

The idea of influencing for change is very closely connected to those of the previously discussed principles. Sinek (2010) highlighted the fact that the ground idea is vital for performing any action leading to transition. The importance of corporate culture lies in giving meaning to the work of the company (Pink, 2009). Working for a purpose that is usually significant for the general society and more prominent than people themselves can be the most efficient motivation for performance improvement. Furthermore, the clients are also inclined to such businesses as their significance is the strongest stimulator in all circumstances (Sinek, 2010). Finally, the aimed concept can help to manage the change in the community by directing the workforce to a distinct result and stimulate suggesting new ideas beneficial for product development.

Any change in an organization starts from the product idea breeding and inspiring the workers as well as clients for it. This factor is what the video by Achen (2010) aims to deliver to its audience. Change management should be primarily affected by the specific concept or belief that drives the development forward (RapidRefresherNZ, 2011). The motivation theories explain how a team manager can move the company in general (ProtectINTERNET, 2011). The leaders are vital professionals to drive the team to success by outlining their progress and making it possible for the common goal to be closer to the company. Finally, it consists of the principles of change management, which describes how to implement difference.

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Kotler’s model of management is a consolidated and outlined way of presenting the changes to the community. It considers all concepts, as mentioned above, addressing them adequately (ProAction Development CIC, 2016). Notably, creating a sense of urgency shows the necessity of the change, which motivates the subjects (Wedell, 2009). Furthermore, the strategy afterward glues the team to work together for the result. The idea should be firm and real enough to make the workers believe in it and stimulate them to contribute to its progression. If the leader reasonably justifies the actions, change management has an excellent opportunity to turn out to be successful. Although the 8-step approach can seem evident for any managing professional, it is something that is neglected in the practical part of the work (Brown, 2011). Therefore, it is better to consider all the steps during the change management to ensure the effectiveness of the approaches.

There is one more factor that highlights the importance of the ideas worth working for, which is the leading accelerator and tool of change management. The managers should be aware of the working incentives to increase employee productivity instead of implementing the seemingly applicable approaches based solely on inner feelings and personal assumptions (Pink, 2009). Some professionals could argue that giving the company’s representative freedom of project development can be detrimental to the budget and motivation (Wedell, 2009). However, this is not the case as working for the sake of the concept, which is much higher than the individual, is a serious incentive to work productively and fruitfully (Pink, 2009). The managers are the professionals to be guided by the research results rather than personal feelings and assumptions. Hence, the described politics can be useful for adding to the change management consideration.

The example of Ford’s company can prove the effectiveness of the ideas from previous pieces of analysis. The assembly line concept was not welcomed widely, and probably at that time looked to be full of risks (Young, 2009). It is true that initially, the company’s whole initiative was treated as a wrong and illogical thing to do. Despite this fact, the vision’s implementation to allow people to be mobile and bring them closer to each other was the most excellent motivator to drive the change (Qisem08, 2011). The idea proved to be successful and had a tremendous impact on the whole country’s economy. In such a way, it can be seen that change management is critical to originate from a distinct notion that can be a driver to success.

To conclude, there are multiple factors to consider for change management. Their analysis and implementation can assist in creating the appropriate environment for the development of the company. There are influence factors together with the models that can help to understand the probable way of action. Change management is not something that can be neglected, as pure logic is not very helpful in controlling the transition. Taking the past examples and experience into evidence, it can be seen how change management can be beneficial for the company’s outcome. The given videos are excellent tools for understanding the importance of each of the determinants of the difference result.

References

Achen, J. (2010). Maybe the most inspirational video ever [Video]. YouTube. Web.

Brown, P. (2011). A brief introduction to change management [Video]. YouTube. Web.

Johnson, S. (2010). Who moved my cheese? [Film]. LDJ Film Productions.

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Gansky, L. (2011). The future of business is the “mesh” [Video]. TED. Web.

Grenny, H. (2009). All washed up! [Video]. YouTube. Web.

Massive Results. (2013). What is a paradigm? [Video]. YouTube.

Pink, D. (2009). The puzzle of motivation [Video]. TED. Web.

ProAction Development CIC. (2016). Kotter’s 8-Stage Change Management Model [Video]. YouTube. Web.

ProtectINTERNET. (2011). Gary Hamel on the Future of Management [Video]. YouTube. Web.

Qisem08. (2011). Organizational Change Presentation Video [Video]. YouTube. Web.

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RapidRefresherNZ. (2011). FiSH! Philosophy Summary ( Rapid Refresher Series) [Video]. YouTube. Web.

Sinek, S. (2010). How great leaders inspire action? [Video]. TED. Web.

Young, C. (2009). Henry Ford, Model T, and the Assembly Line [Video]. YouTube. Web.

Wedell, G. (2011). What is change management? Training Video [Video]. YouTube. Web.

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