Organizational Change Management: Strategies And Challenges

Factors driving organizational change

The report helps in the entire analysis of the organizational change management which is essential in nature in order to improve the overall effectiveness of the organization. The organizational change is the process which helps the different organizations to move from the present state to some desired future state as this will help in increasing the overall effectiveness of the company in a positive manner.

According to Abrell-Vogel and Rowold (2014), the organizational change is the desired position which is required to be acquired by the different organizations in the competitive environment in comparison to the different kinds of competitors in the entire market. Furthermore, Van der Voet (2014), has hypothesised that the change is vital for the different organizations when the company wants to avoid the stagnation fast and this will help them in increasing their value in the competitive environment. Carnall (2018), has furthermore commented that change management is the process which helps in easing the transitions in the organization effectively and moreover this aids on the people side of the different types of changes as well.

Fusch and Ness (2015), has commented that there are different kinds of factors which helps in driving the change in the organization in an effective manner. The author has commented that there are various kinds of internal changes which are under the control of the organization along with the leadership style will be ascertained in an efficient manner.

Furthermore, Carnall (2018), has hypothesised and opined that there are systematic forces as the organization is made up of various subsystems which are interconnected with one another and this helps in direct interaction and this influences the organizational structure and this results in changing the existing processes of the organization as well.

On the other hand, Fusch and Ness (2015), has commented that there are different other issues related to profitability which can compel the organization to restructure themselves and reengineer themselves as well. Furthermore, Carnall (2018), has commented and opined that there can be different kinds of constraint of the different resources which may result in powerful force of change for the organization in an ineffective manner.

Additionally, Greene and Kirton (2015), has commented that PESTEL analysis is one of the external environmental forces which is required to be analysed in an effective manner. With the rapid political changes in the environment, there can be several kinds of challenges which can be faced by the organizations and this can cause huge competitive pressures on the entire organization as well.

Internal and external environmental forces affecting change management

 Furthermore, on the other hand, Greene and Kirton (2015), has opined that the economic forces can create different kinds of challenges or opportunities for the organizations in form of the different economic kind of uncertainties and this grows the competitive pressures for the organizations.

Stead and Stead (2017), has opined that there are technological and governmental pressures which are required to be considered in the change management in the organization in which this can result in success or failure of the organization wherein this can lead to the organizational change in both positive or negative manner.

Abrell-Vogel and Rowold (2014), has commented that there are various roles of the line and senior managers of the organizations in implementing the change in an effective manner. This can be analysed that there are various kinds of internal and external forces which can cause huge change in the organization and this can be negative or positive in nature.

Firstly, Abrell-Vogel and Rowold (2014), has commented that proper communication is essential in nature with direct reports about the change which has been taken place in the organizations effectively. The communication is essential as the message is required to be conveyed to the different employees in the organization and this will prepare them for the change which will be taking place, Furthermore, the demonstration of the change is essential as commented by Stead and Stead (2017), wherein this has been analysed that this will lead the employees through the process of change effectively.

Furthermore, Alvesson and Sveningsson (2015), has commented that McKinsey’s 7S model can be implemented by the organizations as this will help in analysing and identifying the strategy which will affect the growth of the company in a positive manner. With the help of the respective model, this can be analysed that the companies need to focus on different growth strategies which will help in managing the structure of the company effectively. Furthermore, the different skills and staffs play a major role in managing the different kinds of tasks effectively which will improve the overall structure of the firm in an efficient manner through coaching the employees and engaging and managing the resistance among the employees in the organization.

As commented by Elmes and Barry (2017), this can be seen and analyzed that there can be loss of security in the job which can cause huge resistance to change among the different employees in the organization. On the other hand, the other main reason for the cause of resistance to change is relating to the poorly aligned reward system of the employees which has been designed in the organization in which this has been seen that the employees are not being motivated and this causes place of mistrust among the employees in the organization in an ineffective manner as well. Furthermore, Benner and Tushman (2015), has commented that there are different kinds of organizational politics which is required to be analyzed as this has been seen that there are different kinds of circumstances in which the employees are not being involved and this affects the overall productivity and this lowers the morale of the employees who are working in the organization as well.

Roles of line and senior managers in implementing change

As commented by Cameron and Green (2015), this can be analyzed that there are different kinds of steps which are required to be undertaken. Furthermore, the author has commented that clearly defining the change is essential in the organization and align the same as per the business goals.

Furthermore, after discussing and determining the change effectively, this is the duty of the employer of the organizations to analyze the different kinds of impacts and in accordance to the same, proper training is required to be provided to the employees in an efficient manner.

Furthermore, the proper implementation of the support structure is essential in nature as commented by Stead and Stead (2017), in which this has been helpful in nature in measuring the process of change and gain proper insights on the successful implementation of the same in an appropriate manner as well.

There are different kinds of changes which are essential in nature as to help the organizations in ensuring a capable kind of future. Doppelt (2017), has commented that there are different kinds of strategies such as analysis of the change mandates and communicate the same to the different employees in the organization is essential in nature. Furthermore, on the other hand, Hansen & Taylor (2017), has commented and analyzed that the change mandates are required to be adopted and analyzed in which the aligning the leadership to the program objectives and vision is required to be ascertained in an effective manner which will be beneficial for the company as well.

Furthermore, Kuipers et al., (2014), has hypothesized and opined that proper establishment of the continuous improvement program is required to be conducted which will help in sustaining the beliefs and this will continue the overall strategic growth along with technological advancements in the organizations as well. However, Hornstein (2015), has hypothesized that the changes in the organization are subject to various types of obstacles which are required to be analyzed and the firm can diminish the respective kind of objectives which will be achievable by the organization in an efficient manner.

Conclusion

Therefore, this can be concluded that the organizational change management is complex process which can be both effective or ineffective in nature. The organizations need to focus mainly on the different kinds of strategies which will help in managing the different kinds of issues effectively without much difficulties.

Furthermore, this can be seen that there was proper implementation of the McKinsey’s 7S model which has helped in analyzing the different strategies which helped in gaining huge competitive advantage in the overall market.

Furthermore, the continuous improvement is essential in nature in different organizations in which this can be seen that the external and internal environmental forces can diminish the change management process and this can reduce the overall effectiveness of the organization in a negative manner.

Lastly, the development of different strategies in which the employees do not resist the change and this will help in managing the development of strategies in an effective and appropriate manner.

References

Abrell-Vogel, C., & Rowold, J. (2014). Leaders’ commitment to change and their effectiveness in change–a multilevel investigation. Journal of organizational change management, 27(6), 900-921.

Alvesson, M., & Sveningsson, S. (2015). Changing organizational culture: Cultural change work in progress. Routledge.

Benner, M. J., & Tushman, M. L. (2015). Reflections on the 2013 Decade Award—“Exploitation, exploration, and process management: The productivity dilemma revisited” ten years later. Academy of management review, 40(4), 497-514.

Cameron, E., & Green, M. (2015). Making sense of change management: A complete guide to the models, tools and techniques of organizational change. Kogan Page Publishers.

Carnall, C., 2018. Managing change. Routledge.

Doppelt, B. (2017). Leading change toward sustainability: A change-management guide for business, government and civil society. Routledge.

Elmes, M., & Barry, D. (2017). Strategy retold: Toward a narrative view of strategic discourse. In The Aesthetic Turn in Management (pp. 39-62). Routledge.

Fusch, P. I., & Ness, L. R. (2015). Are we there yet? Data saturation in qualitative research. The qualitative report, 20(9), 1408-1416.

Greene, A. M., & Kirton, G. (2015). The dynamics of managing diversity: A critical approach. Routledge.

Hansen, H., & Taylor, S. S. (2017). Finding form: Looking at the field of organizational aesthetics. In The Aesthetic Turn in Management (pp. 17-37). Routledge.

Hornstein, H. A. (2015). The integration of project management and organizational change management is now a necessity. International Journal of Project Management, 33(2), 291-298.

Kuipers, B. S., Higgs, M., Kickert, W., Tummers, L., Grandia, J., & Van der Voet, J. (2014). The management of change in public organizations: A literature review. Public administration, 92(1), 1-20.

Kuipers, B. S., Higgs, M., Kickert, W., Tummers, L., Grandia, J., & Van der Voet, J. (2014). The management of change in public organizations: A literature review. Public administration, 92(1), 1-20.

Stead, J. G., & Stead, W. E. (2017). Management for a small planet. Routledge.

Van der Voet, J. (2014). The effectiveness and specificity of change management in a public organization: Transformational leadership and a bureaucratic organizational structure. European Management Journal, 32(3), 373-382.