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Introduction & Key Concepts: All business firms are “organizations” with constant changes towards a desired state of business. Therefore, changes are to be managed in such a manner as to benefit from it. The strategies and processes applied towards creating or managing changes in an organization is called as organizational change management. People do not adapt to changes happening in their work place readily due to various restraints ranging from financial concerns to motivational issues. This however does not make change a negative incident. “Change” is the transition to a higher level of business and work responsibilities and hence inevitable. Good managers must be able to implement changes successfully. Different persons react to change in their own manner from positive acceptance to abrupt protest. There are a few categories between these extremes


Response Categories Different levels of acceptance are categorized as follows: Innovators Early Majority Late Majority Laggards

Those who make changes and are often leaders The immediate response group that accepts a new idea People accepting the change once it is proven effective or officially enforced Those who struggle with the acceptance and adaptation throughout the change span

Each of these categories will be present in every organization and each must be dealt with appropriately through proper change management strategies


There are different types of organizational change ďƒžInternal change caused due to modification of goals or adapting different systems ďƒžExternal change caused due to factors like market trends, technology updating or mergers and acquisitions ďƒžPersonal changes due to promotions, change in job roles or due to internal changes

Most of the internal changes occur as a result of the external changes except the management policy change. The personal changes are caused due to the internal changes and would affect individual employees. The management must ensure successful adaptations of external changes and make the impact of personal changes minimal


Right individual approach Every employee must prepare and be aware of the changes in order to be a part of the overall progress The steps involve: Updating themselves to the possible changes Sharing the best practices at all levels of the organization Taking accountability for the knowledge required and generated by the change Being proactive in acceptance of the change Assisting the late majority and laggards to adapt quicker An employee having and practicing these abilities is considered an asset to the organization


Right Managerial Approach The management in turn must follow certain procedures and strategies to make the transition into change a pleasurable and progressive venture Some of the basic actions are: ďƒžFinding the innovators and handing them the responsibility to implement the change ďƒžPredicting possible reluctance pockets and emphasizing the need for change into their minds ďƒžPrepare a detailed plan with the costs and essential actions for implementation ďƒžMonitoring the change and its effect through proper measuring parameters

The inevitability of change and the enhanced ability of stakeholders to monitor it calls for a professional approach


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