1. Executive Summary

 This report presents  practices in change management  and it is intended for  the consideration of the management. The objective of the change management process is to minimize  issue and ensuring the change and achieve success.

 2. Introduction

Change management is a systematic approach to dealing with change, both from the viewpoint of a Company  and on the individual altitude. Even though it is a  vague term, change management has at least three different levels

    2.1.Adapting to change

2.2.Controlling change

2.3. Effective change

A practical approach to dealing with the management change is at the core of all the above  three aspects. Change management means defining and implementing procedures and/or technologies to deal with changes in the business environment and to enhance  profit from changing opportunities.

3.  What is change Management ?

Winning adaptation to change is  critical within a Company. Everything in a  Company its employees and other resources  unavoidably come across changing conditions that they are powerless to control. As such, more effectively you deal with change, the more likely  to thrive. Adaptation might involve establishing a structured methodology for responding to changes in the business environment like  fluctuation in the economy, or a threat from a competitor or establishing coping mechanisms for responding to changes in the workplace such as new policies, or technologies. In a computerized  environment, change management refers to a systematic approach to keeping track of the details of the system. 

3.1. Strategic / Tactics Management

 The difference between strategy and tactics is that strategy defines  what is to be done  yet tactics  is how to be done. Therefore, tactical management focuses no one  of  various tasks and activities  executing overall strategy.  In the other hand strategy management is focused on end results or  end goal.

 3.2. What do we change ?

 

The management change process is the  series of  actions  or activities that a change management  team would follow in order to apply change management. Most effective and commonly practiced  change management process has following three steps.

Step  1 – Preparing for change – Preparation, assessment and strategy development

Step 2 – Managing change – Detailed planning and change management implementation

Step  3 – Reinforcing change-Data gathering, corrective action and recognition-

3.3. Management change Operational

 Under the  contemporary  conditions, effectively operating the company with the right structure  and  performance  have never been more critical  not only for the progress but also for survival in the business. Planning effective leadership is a key necessity for any successful change management.

 3.4. What do we change ?

 Change management involves  planning and receptive implementation and consultation with and involvement  of the people  affected by the changes.  In the event  forcing people to change  problems crop up. This is  specifically relevant to managing  personal change.  Prior to  commencing  organization change it is necessary to ask ourselves   what do we need to achieve through  this change, why  and how will we know that the change has  been achieved. Who is affected by this change and how will they react to it. To which extent  change can be achieved ? What sections  of the change  do we need our assistance ?   Answering these questions and  facts discovered the facts and    strongly benefit to the management change either  personal  or organizational level.

 

4. 7S Model

 

In early eighties  Richard Pascale Tanner & Anthony Athos originated the  art of Japanese Management. During the past it has widely accepted  device   in order to understand   how a soaring  organization  should be managed. This model  has been utilized by many companies. When practice this tool  it can identify  areas in a company which need attention.  With  the practice of 7 S’s the company  can effectively execute its vision.

5. Model of Company

 A business model portrays  of how a company creates economic, social or other form of value. Construction of business model is a fraction of business strategy. In practice and theory  business model is used  for a range of  descriptions to  characterize  aspect of a business. It includes purpose, strategies infrastructure , structure of the company,  business practices and  operational procedures. There are  diverse  interpretations of a business mode.  When a company is  instituted  its employees,  a particular business model that portrays  architecture of value creation and  delivery of goods.  The core of a business model is that it defines the manner in which the  company delivers  value to the customers, lure customers  and gain  profit.  It reflects management’s theory  about customers’ needs and   how a company can organize  and making profits. Business models are utilized to classify  business  but they are also used  by HR staff  in companies to explore possibilities for  future growth.

 6. Strategy

 Company momentum portrays in the  growth of  its  employees.  Employees represent  best professional characteristics and  innovation  together with  discipline and ethical standards. Company must  continuously place high priority on attracting, developing and  retaining  talented individuals as employees. Talented employees  with the goals and values   transforms the vision of the company into reality. Employee with passion  are paving the way for the future success of the organization. Following  describes the priorities  required to  reach its long term business objective

 

6.1. Pursing  high quality  internally and externally
6.2. Seeking the partners  as and when necessary to maximize value

6.3. Expanding innovative  commercial capabilities to new customers

6.4. Culture of innovation

6.5.Trust and Team work

6.6. Open communication

 

7. Systems

 

A change is an addition, modification or removal  of service component and its associated other areas.  The requirement of changes  arises  proactively  as well as reactively for variety of reasons. As an example proactively  means seeing business benefits such as reducing costs, improving services or  enhancing he effectiveness.  Meaning of reactively  is  resolving errors and  adapting to constantly changing circumstances. Changes must be tracked in a change management system and change is documented in change tracking system.

8. Skills

 

Solid leadership  skills are important during transition. Being a good leader will get people to believe in what is happening in which  subordinates will allow the leader to  begin change.

 

8.1. As the leader others turn to for directions in  needs, behaviour, ethics and  standards. In order to change others leader should set an example.

 

8.2. Business leaders interact with  their subordinates  better  through face to face communications  and leaning more  about the  difficulties faced  by them.

 

8.3. It is critical  for  leader to be honest in interactions with other employees. Being honest leader  will gain  trust and support of  employees.

 

8.4.To be a strong leader requires passion behind  vision for change.

 

8.5. Leadership requires lot of energy and self confidence

 

8.6. It is necessary to explain to  all in business,   campaign for a change and why it is necessary.

 

8.7. By the way of keeping every employee informed,  it can reduce the chances of low productivity and low morale.

 

8.8. Leader has to realize how much effort is put forward into the change.

 

Leader has to understand  there is no way of predicting how long it will take to fully implement a change.  Reason behind this is that  employees  go through the above phases at different  speed levels.

 

9. Staff /Employees

 

It is necessary to plan for involving as many employees as possible in the change process. In the event  leaving employees behind in the change management process leading to misunderstanding, and resistance.   Employees who are working positively in the process must be rewarded.

 

10. Style of Management

 

Leaders  who handle various situations will depend on their style. A management style is a method of leadership. There are two methods as follows.

 

10.1 Autocratic

10.2 Permissive

Each style has its own characteristics and autocratic leader makes decisions unilaterally while Permissive  Leader  allow  employees to take part in decision making.

Combining these categories with democratic (subordinates are allowed to participate in decision making) and directives (subordinates are told exactly how to do their jobs) styles gives  four distinct ways to manage.

Again Directive Democrat makes decisions while closely supervising subordinates. Directive Autocrat makes decisions  unilaterally. Permissive Democrat  makes decisions with participation. Permissive Autocrat makes decisions unilaterally.

11. Structure       

 

Despite  the need to change structure within many companies  barriers exist.   Employees resist perceived threats to job security and management authority.  Internal as well as external  rules and circumstances restrict structural changes.

 

12. Shared Value (Culture)

 

Changing  a well established culture is the toughest task   to face in this process. In order to do so  HR staff  who are  involved in change management  must win the hearts and minds of the employees  that takes both astuteness and persuasion.

 

13. Problems of Change Management

 

Managing change means managing people’s fear. Change is natural and necessary , but people’s reaction to change is unpredictable and irrational. It can be managed if it is carried out correctly. 

 

13. 1.Resistance to change

Nothing is more disturbing people than change as well as nothing is as important to the survival  of company  as change.  The secret behind  successfully manage change  from the  viewpoint of employees is understanding. Normally resistance to change comes from fear of unknown.

14. Fear

 

It is always fear of change  that is causing problems. In work place  people are afraid to change. There are   major fears as follows;

 

14.1 Fear of the unknown –  People are most east  when they are completely familiar with surroundings and sure of what the future holds for them.  As a result fear of unknown  people  prefer to stay n the comfort zones.

 

14.2. Fear of failure –  People expect to obtain  right at the first time  instead of  working hard to correct the situation.

 

14.3. Fear of commitment –  The fear of commitment will  try to discourage people  when  they  are  beginning to move ahead quickly.

 

14.4 Fear of disapproval –  another definition for this is the fear of rejection.

 

15. Belief

 

In change management  take account of the fact that people are resisting to change. People  will believe  and stating the  following to  resist change.

 

15.1. It will not workable and practicable.

15.2. We are already doing it

15.3. We tried this before but no success

15.4. It will not solve the issue

15.5. It is risky

15.6. It is good theory but not practical

15.7. It costs too much

15.8. It will irritate

15.9. It create more issues than  creating solutions.

 

16. How do we manage change?

 

Following guidelines will  help to  improving sills in managing change.A sense of   purpose is essential for  success and  without a clear idea of  what they are doing and why they are doing it will not have the exact  foundation.

16.1. It is only possible when  it is clarified  values and build on the bedrock of purpose to find new  and creative way to  achieve  change.

16.2. Flexibility – In the event one is not progressing  confidence  try another.

16.3. Thinking outside the box

16.4. Accept uncertainty and  be  optimistic.

16.5. Change is inevitable and   see the big picture

17. Levin’s 3 step Model of Change

Lewin’s change model is a simple and easy-to-understand framework for managing change.

17.1. Unfreeze – Preparing people for the change through communication, training & development, participation, manipulation

17.2. Gradual change – Step by step change

17.3Refreeze – Reinforce the benefits of change

By understanding these three  stages of change, it can be planned to  implement the change. You start by creating the motivation to change (unfreeze). You move through the change process by promoting effective communications and empowering people to embrace new ways of working (change). And the process ends when you return the Company  to a sense of stability (refreeze), which is so necessary for creating the confidence from which to embark on the change.

18. Conclusion

All changes have  disruptive  potential and impact on business activities. Therefore, controlling the change is critical.   Change management  can be recognized as one of the  vital management processes.  Any company or organization  no matter the volume of business and  the size, it is necessary to change in order to accommodate  new business  needs and in order to corrects errors and blunders  in the services, infrastructure or there may be some other  reasons like legal requirements.  Change management is effective in reducing service  disruptions  with service management processes  specially  configuration management, release management, problem management and incident management.

 

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