Change Management Assignment Help
Modern day organizations are witnessing a huge change in terms of their operations and their approach to the business as the market dynamics are changing at a fast pace that has resulted in the top management to think on the lines of changing the business processes to match the requirements of the market. Theoretically speaking the change management in the organization has close links with the conflict theory and social change concept. Managing the change and getting the employees engaged in doing the same has become of prime importance to the companies mainly because of the fact that the operations of most of the companies have become complex with entry into multiple markets and intense focus on the sales and distribution set up to gain an edge in the market share. This is also forced by the fact that many companies have entered the market thus forcing those without any competitive advantage to move out of the market and has resulted in mergers of different companies and realignment in the business processes to survive in the market. When the organization is looking to make a change there would be resistance from various quarters of work as the employees would be hesitant to move out of their comfort zones and work. According to Konrad (2006) change management is possible only if we manage to convert the employee potential effectively to various parameters that define the business success.
Any change should be informed to the employees well in advance so that they would be prepared for the change and hence would make the necessary arrangements for the same. This would also make them feel important to make sure that they are an integral part of the same process. The organization should also make sure that they make the employees understand the need of the change that they are proposing so that they would value add to the same process. Another thing that they have to make sure is that all the communications that they are sending out to the employees should be engaging in nature. Most of the company communication is just plain transfer of information; if the organization can make sure that they get the views from both the sides then this would be effective. They also have to plan for the change at a holistic level, for example even if the change is happening in one department, they should look at how this is going to affect the others and thus keep them informed about the same. One of the things that is missing these days is that when there is a change, t is conveyed to the people on ground by the top management. But it is seen that employees tend to accept the change when it is being coomunicated by their immediate managers rather than their top management. Nikola Langer sates that the lack of communication at the time of change is one of the main reasons why there is so much resentment and resistance at the time of making any change. Communication with the employees on why the change is beneficial to them is one of the things that the management has to decide. Another thing that they will have to do is that they will have to make sure that there is a system that is being followed to ensure that there is inter departmental communication that can help the employees in understanding the changes and thus change the work practices accordingly. According to Di Maria (2000) employee engagement happens through continuous engagement of the individuals and hence makes sure that their primary needs are being satisfied as per the Maslow’s theory. Employee performance always improves if they are made to feel important in the whole setup and they have a perception that they are much better than their routine normal job cycle.
Changes like these are planned by the organization and hence the top management will have to include its key resources, their employees in its plan while making these changes. Vance (2006) states that this is possible only if the internal communication process in the organization is streamlined and at the same time (Saks, 2006 pg 610). The employee engagement levels should be on a higher side if the performance levels have to be increased considerably. Change management process is a careful operation that would require additional care to be given while implementation and this is where the employee engagement can help the organization in making it a business success by having people who can deliver that extra mile in an ambiguous environment. This is the reason why in most of the research that is being done on change management across the world, the primary function that influences it the most is employee engagement. In any organization where they are aiming to build a balanced culture, employee engagement is an important factor.
This may be further divided into two; the engagement that the employee shows towards the change and second the engagement he has for the change management process and to study this Chahal (2003) had conducted a survey within thirty organizations. It has been found that in both the cases this was affected by three major factors; the impact of change of the individual work, the degree of change that is there in each work unit and the favorability of the change for the employees. It has been found in these studies that the employees supported the change only when they found that it would bring some long term benefit to them and the demand for the change is more at a basic level that without this the operational efficiency of the unit drops considerably. The commitment of the employees falls to the lowest when they find that this change is not going to giving them any long term benefit plus they can work without these changes also in a productive manner. This study tells us the factors that need to be considered by the management while implementing these changes in the organization; they have to make the changes look favorable to the employees in the long term. Also they will have to ensure that the change in individual job roles should be done in a smooth manner rather than in a discreet abrupt manner. The top management should be pro active while making the changes in the organization looking at the present market conditions and their future goals where they would like to be in the coming years (Price, 2006, pg 244). It has been found that in most of the cases, organizations are forced to make the changes just to keep themselves in contention and such reactive steps can attract stark reactions from the employees. In any case where the organization is making a reactive change it can be seen that they rush into taking decisions and often copy other organizations approach which might not suit them in their long term objectives. The requirements within the organization also changes over a period of time and it is for their leadership to sit up and notice the changes that are happening in the surrounding world and make the necessary changes that are required. Studies have showed that the leadership and the decisions tan by the top management affects the change management process in a drastic manner. The changes when made in an organization should look at the short and long term goals and should have a fine balance between the both of them. According to the recent Forbes research, it has been found that most of the change management initiatives that have failed are because of the short sightedness of the management in planning the change (Ogilvie, 2003, pg 256). Communication plays a vital role in the change management process and the employees are more likely to accept the change if the need of the same is being communicated clearly to the employees. In most of the cases, while making the change in the organization with respect to the market conditions, there are many ambiguities that surround the same and hence the employees would withdraw themselves into the shell resisting the changes. The communication process has to be streamlined just to make sure that the employees are clear of what they are supposed to do.