Managing Organizational Change: Key Changes, Models, And Vision

Key Changes and Change Models

The global changing dynamics are now predictable every moment with technology advancement. The organization strives to achieve for the development with continuous change of the international business environment. It is to be noted that the organization has embraced for the objective of developing responsibility for the implementation and establishing a flexible environment. They are looking for enhancement in the delegation of responsibility, decision-making, and supervisory function to carry out operations effectively in the organization. They need to embrace the change process, maintain the leadership style, and enhance strategy to execute in the organization to adapt effectively (Dick et al., 2018). 

The background of the research stated that the influence of climate change and technology improvement cannot be ignored. The individuals desire to take advantage of new things and adapt the change effectively and efficiently. They need to react to the continuous change of new technology for developing the growth of the company from a long-term perspective. The interest of global customers on digital technology is increasing day-by-day, as they need to adapt the change effectively. It is seen that several companies fail to build change initiatives and lose focus to implement change in the organization. There is general responsibility for the desire to manage change successfully and generate stability in the organization (Yoder-Wise, 2014).

The types of change involved are operational change, which influences the operation conducted in the organization. The cultural change influences the philosophies of the organization. The strategic change influences strategic business activities of the organization. Political change occurs fundamentally for implementing strategies, which gives a comparative advantage to the organization. The influence of political change is mainly at various levels of the organization. This increasing pace of change in the organization has led to a great emphasis on maintaining competitive edge and development of technology (Charlwood and Hoque, 2017) In the following, an effort has been made to discuss the model of change, vision for change, and strategies to manage change effectively.  

The developmental changes which occur when an organization makes advancement to their on-going businesses. It is stated that an organization decides to develop their methods, processes and performance expectations. It can cause stress to personnel as they are educating about new technologies and adapt effectively. The employees are more probable to adapt the change if the organization implements developmental change. Transitional change is more unpleasant than developmental change as it replaces the current procedure or processes that are new to the organization. It might not need a substantial shift in culture but it is more inspiring to execute than developmental change. The transformational change may incorporate both transitional and developmental change, as they need to change themselves for generating profitability. When organizations are faced with the development of technologies and a substantial change in supply and demand, lack of revenue, or other developmental change (Eyring et al., 2016). 

Change Models

The organizations will need to execute the strategic change model to the organization for better productivity and more competitiveness. It is to be stated that the organization will have to identify the people nature, behaviour and saturation point so that they can take immediate steps to execute the change in the organization. The innovation and change will never happen without dedicated human aspect in the organization. The organization needs to implement a change initiative, which is the biggest factor for the whole system and processes. They need to get involve everyone so that they can achieve better productivity and success (Cummings, Bridgman and Brown, 2016).

The Lewin’s Three-Step Model established a change model, which represents a very easy and practical model for understanding the process and system of change. It creates the perception and moves a step towards the desired phase of behaviour and eventually setting the norms and principles. It involves a process of three steps: Unfreeze, move and refreeze (Rosenbaum, More and Steane, 2018).      

It is stated that before a change can be executed, it must carry out with the initial stage of unfreezing. The communication is a significant part to implement the change process, which will deliver the change process to all the employees on the organization. It also informed employees about the change processes. It may generate a positive and negative reaction in the institution and have to deal with the resistance from employees who are comfortable with processes and system. It prepares the companies to adopt innovation and change. It is necessary to educate them for a better understanding of change (Mahmood et al., 2017).

This stage is where individuals initiate to resolve their uncertainty and prospect for developing new ways of change. It is stated that after they become aware of the system change, they need to make sure that all personnel is taking advantage to make a better environment. They need to act upon the ways, develop the new direction, and proactively participating in the development of change (Bartunek and Woodman, 2015).   

It is the final stage of the change model to recognize the change and barriers to sustaining change. It is an important stage to retain the momentum of the business to achieve success by offering the constant support to progress with the changing procedure. It symbolizes the act of stabilizing, solidifying, and reinforcing the new state of change (Hornstein, 2015).  

Lewin’s Three-Step Model

Kotter’s 8 step Model of change

The Kotter’s step model of change is an 8-step model, which is easy to implement in the organization. It is the best-known model comprise 8 steps: –

 (Pollack and Pollack, 2015)

• Developing a sense of Urgency-It discusses the current financial situation and maintains the need for innovation. It may help in carrying a convincing and honest understanding of the organization. It is stated that if several people talk about the change, they can develop the urgency and synchronize the change in the organization.
• Creating a guiding coalition – It is stated that a sense of urgency is developed, the next step is to form a strong leadership and assistance from key people in the organization. They have to lead effective change in the organization and for that need to cooperate with influential people and continue to strive for change.  
• Creation a vision for change- The organization should develop a clear vision and develop new ideas and solutions so that change can be implemented.
• Communicating a vision for change- The organization needs to communicate it in a frequent manner and utilize the vision in effective decision-making.
• Remove Obstacles- The personnel in the organization constantly encourage people, achieve the vision, assist in removing hurdles, and achieve the benefits.
• Generate short-term gains- It is to be stated that the organization should generate short-term gains in order to attain the target in a short-term period.
• Develop the change- The organization should develop the change and sustain acceleration for improvements and success can be gained.
• Anchor the changes- The organization should make sure that the change is introduced in every part and maintain the changes in the corporate culture.

The vision for change is to maintain a rapid innovation of new technology and people desire for developing the organization’s growth and success for a long time. They need to build the vision that encourages them in order to attain their objectives and ability to carry out the organization on a right track as to move progressively towards the future. It is to be stated that they have to path and assist in attaining to reach its desired goal. Their main vision is to increase market share, expand the business, increase the competition, and maintain the profitability for the long-term perspective. They have to continuously move towards the common vision by participating cooperatively and motivating the team to adopt the innovation in a positive way. It is stated that organizations are now turning towards competitiveness and thinking upon various factors in respect of bringing change and formulate strategies in achieving the goal (Verganti and Shani, 2016).    

In respect of bringing change and innovation in the organization, they have to see that today’s environment is full of marketing challenges, social, political & economic pressure, uncertainty, workforce, and despite all technological development is one of the constant change. The technological innovation is rapidly changing and attracting the employees and customers and lead towards enhanced workforce, expansion and diversification of organization. The organization in respect to changing innovation can improve the workforce and generate a return on investment. It can also get healthy investment and maximize competitive benefits, which in turn attain the best talent and productivity in the organization. It can also result in new production, new collaboration, and challenge to the status quo. In bringing innovation into the organization, it increases flexibility and efficiency to the changing demands of the customers. It is stated that the legacy automated workflows generate innovative business models will enhance the productivity and efficiency, which leads to better results in maintaining specific expectations of the customer (Doten-Snitker et al., 2018).

It will also lead to the development of processes and infrastructure with cutting-edge innovation that can progressively incorporate with the framework with the assistance of digital transformation. It can streamline the work processes, which thus enhanced the capability to make better-informed decisions. The organization can also attain maximum customer satisfaction through efforts made in digital transformation. The agile method to the organization inspires management, customer, and prospective stakeholder helps in maintaining feedback and communication. It has been stated that in bringing change and innovation in the organization allows employees to cooperate to adapt to the innovation effectively and efficiently. The organizations can offer innovative and advanced outcomes by emerging processes, business models, solutions, and services in a dynamic environment. With a streamlined method of innovation in an organization, they can reduce the risk of failure as transformation can eliminate bottlenecks and positioned to offer development towards the digital competitive environment. They can attain a workforce, IT, as well as security transformation, in the era of the digital environment to direct the way and develop a competitive advantage. It is to be stated that emerging technology and innovation can strengthen capabilities into prominent cloud platforms to the modernization of enterprises (Van der Voet, Groeneveld and Kuipers, 2014).                 

Kotter’s 8 Step Change Model

They should align the vision of change to the organization vision, mission, objectives, and goals in the proper direction. The vision of change is to innovate new technologies and develop the skills of every employee in the organizations. Therefore, in respect of the organization, they should recognize the stakeholders and delivers strategic direction through maintaining the values and philosophies, which should be aligned with the capabilities of the employees. They should maintain a clear sense of mission and vision and capacity to integrate the focus on key success factors for the organization. They should directly support in providing a sense of direction and communicate to relate it directly to the vision of the organization. It is stated that organizations should generate a definite strategy that is projected to align the strategies and actions of all people, team and businesses to attain corporate goals and strategies. These environments can make employees valued and appreciated and greater commitment and inspired, which turn out into employees’ retention, reduces conflicts and grievances. It can also maintain profitability, productivity, and seek to maintain contacts among people to generate to adapt to the innovation, which facilitates to success and growth of the organization (Hamilton, 2016).     

It is to be stated that the administration seeks to implement change in the organization as it is the belief in the minds of the management that it will progressively influence the organization in a positive manner. The main objective is to maintain a successful strategy and implementation of change, they need to maintain a progressive approach to overcome the barriers and motivate changes in the organization. It has been identified that presently employees are less aware of the outcomes of the necessary change and innovation in the organization. In addition, the organizations also face difficulty in retaining the customers as employees feel that organization is not adapting to the innovation and they choose to leave the organization, which in turn leads to a barrier in attaining success and growth and needs to be overcome. There are external factors, which can drive motivation and change, which ensure to adapt to new skills and capabilities (Bouzon et al., 2016). 

The barriers to change will maintain a gap in adapting to the change and innovation in the organization. The barriers which are identified as lack of involvement of employees which is to be overcome. It is stated that organizations find it difficult in engaging employees in the change management and lack of desire to embrace a prospective culture to overcome the barrier of change. The gaps which are analyzed as delivering sufficient and appropriate skills and capabilities to introduce the change in the organization, which is essential in maintaining the drive towards embracing the change and coping with the new developments in the organization. They have also identified that several organizations have no efficient and effective communication strategy and direction. In fact, leaders in the organization assume that once they introduce the change, employees will have to adapt to the change and innovation and prepare for the new development in the strategic goals of the organization. This is the silliest method to adapt to the change, which assists in resisting to the change effectively and efficiently. It is to be stated that employees have not only aware about the change and innovation but also the impact of change and how it will affect in future. The companies have to safeguard from deep resentments, which commonly occur because of misrecognition of traditions and values at the workplace. As, they have to concentrate on objective analysis and critical understanding, which is significant to understand the convictions and feelings in an extraordinary way to overcome the barriers that normally hamper organizational changes (Kabisch et al., 2016).  

Vision for Change

It is to be stated that change and innovation are always difficult for companies that lack the conviction to recognize and implement innovation without directing an understanding about the plan of the organization. They have to make sure that failure in identifying the plan of the organization will cause a barrier of embracing a change and innovation. The organizations also start to maintain dynamic processes and methods, which make the planning and implementing change more difficult. The difficulties involve dynamic framework, systems, and processes, which contribute to the implementation of change as it is quite hard to understand (Lee, 2015).  

It is essential to overcome the barrier of change by adapting to the skillful and keen approach to handle companies’ quick growth, success, as well as density. The organization should break the barrier by involving highly dedicated, diligent, and effective change management strategy. It is quite complex for the organization to handle the change and innovation effectively and efficiently and if still lacks need to be overcome. So, it is necessary to deal with the resistance of change and innovation and for that employees should cooperate in making the change aware and proper understanding should be developed (Aldridge et al., 2016). 

In a practical sense, it is believed that participation is a motivation drive, which actually understands the employees to attain cooperatively and collaboratively, which actually helps in resist the change effectively and efficiently. The management should take immediate steps in concentrating on new standards of performance for motivating them in order to direct towards technical and social change (Szulanski, Ringov and Jensen, 2016).

The stakeholders are a significant discipline that successful people utilized to gain support from other people. They assist in maintaining that initiatives for change will be successful or not. They are the important people which help in developing the change programmes and initiatives effectively and efficiently. The organizations can utilize the opinion, ideas, and views of the experienced and powerful stakeholders to build change initiatives and programmes. It is more likely that they can assist in improving the quality, reliability, and productivity of every aspect of organization development. They also assist in attaining support, which can utilize the resources in a most feasible and attractive manner. It should be stated that by communicating with stakeholders early and quickly would ensure the operation conducted in the organization and needs to be done. They can also anticipate the reaction of people and accordingly build and develop the plan and policies of the organization with the full support of them (Hueske and Guenther, 2015).

The stakeholders which are identified as: –

• Employees-It has been stated that staff and personnel in various level of management impacts negatively as well as positively. In a positive side, it encourages various levels and maintains a more dynamic sense of direction and matrix, more delegation of responsibilities and accountability, which leads in high commitment and motivation. This can be profitable and beneficial for the organization. In a negative side, it affects the personnel and higher level of management who well-maintained decision-making responsibilities and powers. As the turning of accountability and responsibilities can be reduced through the assignment of power and duties. But the responsibilities will remain the same as it is observed by the management. It also impacts the morale and motivation, which in turn affects growth and innovation (Parasuraman et al., 2018).
• Government- It is to be stated that the implementation of change initiatives and beneficiary sector in the extents of maintaining the capacity of counter trafficking, migration management framework, labour migration initiatives, management training, and assistance to internally misbalanced people and refugee.  As the donations of most of the beneficiary are generally channeled to several host societies. It is to understand that the intergovernmental companies should maintain the relationship of several government sectors (Hauck, Schmidt and Werner, 2016).
• Donors-It is to be understood that major donors of the organization, which helps in maintaining the change and innovation are governments and cluster of nations like European commission of humanitarian office, European Union, and other private beneficiaries. These areas are very much concentrated on the execution of change initiatives on the matter of fund allocation in an efficient way without waste of assets and resources for the correct purpose. It is ensured that there is no overfeeding of resources with respect to change initiatives and development of strategy (Speller, 2016).
• Host communities- The societies should be also benefited by the change and innovation and after executing the change initiatives, there is the development of organization strategy and capacity building (Cheng et al., 2014).

It should be noted that both people and organization should finally communicate and collaborate with all the employees in the organization to generate the effort to satisfy the need and preferences of the employee. They should also create the understanding and informed people to safeguard that stakeholder will ultimately resolve the problem occur in the organization and make sure that no major issues will be arrived to disrupt the change and innovation in the organization. As the stakeholders can be beneficial with every initiative which is to be taken in the development of the organization. They are very helpful in monitoring the people and cooperate with understanding and communication of ideas and conviction of new technologies and innovation (Naglie, Sanford and Rapoport, 2018).

They assist in providing support to people and able to accomplish the change initiatives for the organization. It is to be stated that stakeholders directly cooperate, communicate, and very open about their ideas, opinions, and convictions to build a positive and cordial relationship with all in the organization. They should also have gained the understanding and improves the ability and capability of the workforce in an efficient and effective way to achieve the desired target. They should cooperate and communicate in a proper way and maintain involvement as strong as possible. It can develop their plan and policies in adequate attainable measurable targets (Matuleviciene and Stravinskiene, 2015).

The steps which should be taken in building engagement and commitment so as to develop effective and efficient management of change. It is to be stated that managing and maintaining organizational change will attain measurable outcomes, which will be more successful and powerful (Curran et al., 2016).

• They should involve sensitive execution and overall planning along with the involvement of the employees affected by the innovation and change.
• It should make sure that if organization forced to adapt the change to employees them the problem can arise as change should be achievable, measurable, and realistic.
• It is to understand that change and innovation need to be interpreted and managed in such a way so that individual can deal with them effectively and efficiently.  
• The organization should not take a decision regarding quick change and innovation as it prevents from involvement and consultation, which tends to more difficulties that take more time to solve.
• The organization needs to understand the method of project management and safeguards that communication should be strong to attain support and collaboration for the reasons for the change and innovation.
• It is to be stated that informing and engaging individuals also maintain opportunities to cooperate in implementation and planning, spreading the structure of the organization, and maintaining a sense of direction among the individuals in the organization (Wang et al., 2017).

The recommendation is as follows:

• They should involve a sense of direction, objectives, and strategic goals to attain measurable objectives, understanding, actions, involvement, commitment, responsibility, and plans.
• They should also manage the change effectively and efficiently so that they can deal with them.
• The manager has a responsibility and accountability to enable and maintain change within the organization and assist in understanding strategic goals, aims, objectives, and to respond positively in accordance to individual capabilities and competencies.
• They should communicate and facilitate change and innovation in a positive manner (Yoshikawa and Hu, 2017).

Conclusion  

In conclusion, it has been stated that in the present global economy, the change initiative in the organization to attain growth and success for a long-term perspective. The organization is facing competition from other companies which is common and direct by digital technologies like smart technology. In order to continue the growth and success, they need to adapt to the organizational structure, strategy, process and aligned with the organizations change management. It is to be stated that strong leadership needs to be maintained within the organization for constant development of change, which can attain market share, profitability, and safe working culture in the organization. Therefore, they should integrate the organizational objectives to adapt to the change successfully. By adapting to the various models and theories will assist quickly in executing the success and this effect will help in attaining long-term business growth.  

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